Learning and development is a finite journey with a clearly defined destination. Development programmes are useful, however they should be part of a much wider learning and development process, owned by the individual and recognised as a continuous process that can include a wide range of opportunities in the employee’s job role and the overarching company strategy.
There are different ways of identifying training needs:
The effective use of the above methods will allow a manager to keep stock of his team’s development paths especially in roles which are continuously evolving. These development paths may then be complimented by formal training programmes or may be used as action points in their day-to-day tasks.