Learning needs for the individual also arise for individual managers related to creating effective disciplinary methods. Training supervisors on how and when to apply discipline to under-performing or change-resisting employees can create a more effective supervision team. Some individuals maintain the attitudes and leadership skills required for a management role that is inherent and this should be identified in learning needs analyses. Other individuals require more development and education regarding management theory and establishing leadership capabilities and the learning needs analysis provides this insight. For groups, job-sharing development needs can arise in the face of job role consolidation to assist in creating training that builds cross-development as part of job rotation. In order to handle a job transfer after another employee has vacated the role (such as through receipt of promotion), it must be identified as to whether or not an employee can multi-task or successfully handle the duties and obligations of a new job role. .
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