Pre-training practices
The training literature emphasizes the importance of conducting a thorough needs
assessment at the individual, job, and/or organizational levels (Arthur et al. 2003;
Salas and Cannon-Bowers 2001; Salas et al. 2006; Tannenbaum and Yukl 1992).
Needs assessments provide information about where training is needed, what
training should look like, and who should be trained. As a result, pre-training needs
assessment can identify characteristics of individuals, jobs, and the organization that
might influence training effectiveness. For example, there is evidence that
individuals’ abilities, attitudes, self-efficacy and motivation play a role in training
effectiveness (Alvarez, Salas, and Garofano 2004; Kraiger, McLinden, and Casper
2004; Salas and Cannon-Bowers 2001; Salas et al. 2006). The literature suggests that
the greater the scope of pre-training assessments (e.g. assessment of individuals’
attitudes, knowledge, skills; organizational needs assessment), the more effective the
training will be (Roberson, Kulik, and Pepper 2005).