ABSTRACT
This chapter looks at some of the methods which can be used to design learning and development interventions for such a mixed generational group and the tools which can be used to identify needs. The starting point for any identification of learning and development needs must be an acknowledgement of where and how shortfalls in skills and capability exist, either currently or in the future, at individual employee or organization levels. The amount of detail contained in such a plan will vary according to several factors including professional knowledge of those involved in its design, resourcing available, changing business circumstances, flexibility needed in the workforce, and technologies available for data management. The identification of individual staff development needs will begin at the recruitment and selection stage when clear decisions need to be made about role requirements. Interviews, the application of psychometric tests, and performance reviews are all sources of information about candidates.
