ABSTRACT
In this chapter, the authors focus on the depth of investigation and analysis that is required to identify training needs precisely so that the training is prepared for the right people, with the most appropriate content and the most effective methods of delivery. Although perhaps less objective than the other methods they have discussed, this method will continue to have real value, if only because it carries with it an implied management commitment to use training to bring about an improvement. There is a trend, as organizations move towards levels three and four of organizational training commitment, at least in the USA and Europe for managers to be increasingly responsible for their own development and to take the initiative in arranging their own learning. The information was very useful in the design of the training programme because it would potentially identify areas of frustration and misunderstanding which needed to be dealt with.
