In planning training for a new employee, which factor should receive the greatest consideration?

• A. Whether the administrator is to do the training or delegate the task to a qualified supervisor
• B. The extent to which the new employee already possesses the skills and knowledge needed for satisfactory job performance
• C. The usefulness of visual aids, such as charts, film slides, and pictures as an aid in training
• D. The desirability of arranging a tour of the various units in the agency to reveal their inter-relationships

Answer: (B)

Planning training for a new employee should be guided by what the learner already knows and can do relative to the job requirements. When you assess skill and knowledge gaps, you design the training to fill those specific gaps, making it efficient and more effective for achieving satisfactory performance quickly. If the employee already has most of the needed abilities, training can focus on applying them in the actual work context and hitting the organization’s standards, policies, and procedures. This targeted approach avoids wasting time on material the employee already knows and helps accelerate on-the-job success.

The choice about who administers the training matters for how well the material is delivered, but it’s not the primary factor shaping the plan. Visual aids can enhance understanding, and a tour of units can provide beneficial context, yet neither addresses the essential question of what the employee needs to learn to perform effectively.