Faced with decreasing performance levels of employees, some questions that are likely to occupy a manager’s mind would be – What training can I give them to increase their productivity and performance? How can I motivate them so that they perform to the best of their abilities?

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Training needs analysis helps in identifying the performance gap between the expected performance and the current performance of employees. It is the first step in the training process and helps in identifying deficiencies so that training programs can be conducted to fill the gap between the actual and expected performance. It enables the training manager to set training objectives and plan the training and development process by identifying the training requirement that is relevant to the workforce and the intended outcome that is improved job performance.

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Job aids act as a repository of information supporting individuals in their day-to-day activities at work. Job aids in the form of checklists, worksheets or flowcharts make training simple. They are important for learners as they provide information that makes it easier for them to perform job related tasks. Not all information can be covered during training programs and hence job aids can serve as a complementary resource to training.

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A strong, focused corporate culture helps organizations to achieve sustainable growth and is the key contributor to its long term success. A corporate culture of an organization is built on strong set of values and beliefs and is shared by employees working within an organization. It is intangible in nature and Employees describe their culture as “their organization’s way” – such as the “Apple” Way.

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Learning is more of a necessity than choice today for both those who have to work with their minds and those who have to work with their hands. Those who use cerebral faculties for their living need to keep pace with the rapid changes that are taking place particularly in their domain. The same is true for professionals as they need to keep themselves updated with new tools that are being developed. New techniques and equipment are constantly evolving and impacting existing systems and processes – as a result, skilled workers too need to make themselves relevant by adapting their skills to the changes in their work environment. However, developing learning skills need not always be a natural choice for individuals and L&D managers need to make conscious efforts towards helping employees do this.

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