“Remember, training is not what is ultimately important … performance is”.- Marc Rosenberg


The training cycle includes 5 area as shown in the pie.

In this part 2 of our mini serie Training & Development, we will cover the following steps:

  1. Identify Learning need - How?

  2. Evaluation

Training & Development - Mini Series

Companies that fail to invest in employees jeopardise their own success and even survival.

Business transformation, personal development
Training, from a continuous Improvement perspective

1. - Assessing Employee Training needs 

Definition - A training need assessment is the process of identifying performance requirements and the gap between what performance is required and what presently exists.

How - Techniques for identifying the gap
  • Observation

  • Interview - Face to face questions

  • Questionnaire 

  • Focus group

  • Document Review


2. - Evaluation

What usually happens after a training session takes place? In too many times, we assume that the content of the training, the way it’s been arranged and delivered, etc. has been outstanding… but then, how would you know? Would you have been able to do it better?

To start with, assuming is wrong and based on our own experience, looking great doesn’t necessarily go hand-in-hand with being great.


Receiving feedback is an essential step in the Training & Development cycle.


Ex. As per our experience (real case):

As part of our yearly tactical plan, we had planned to train our team members in Excel.


We arranged the training session for 2 groups of 12 foreign people, all part of the same team and with English as their common and second language.

When the first group was done, we asked for feedback and frankly speaking it didn’t quite meet our expectations.

There was one PC or laptop for every 3 people, no written material had been provided, the level of English from the consultant - bless him, was appalling, not enough time was left for practicing, etc…

We immediately took corrective actions with the consultant which allowed the second group to be in a much better shape. Feedback obtained was then more positive and in line with expectations !! We also re-trained the first group...


Right after any training session, whether the duration is either one day, or one week, or one month, you should be able to provide all participants a training session feedback questionnaire and follow up with the appropriate corrective actions.

This is part of the Continuous Improvement Culture, the goal, of course, is to be not just efficient but effective