ABSTRACT
Employee training and development should begin with a needs assessment. Then, the tasks of curriculum development flow in an almost obvious and natural way from needs assessment. If a collective bargaining agreement has just been ratified and supervisors and employees need to know the details of the contract, then a training session should be designed to convey this information. One of the first tasks of administering a training program is to select the participants, that is, the faculty and students. Almost all training programs include a questionnaire that is administered at the end of the program and asks participants to rank, rate, and/or critique various components of the program. Mentors can be used to provide on-the-job training. Training is, however, an integral part of human resource management. There are two units of analysis and concern in this chapter: organizations and individuals. Diagnoses of organizational units and individual employees can generate training agendas.
