Identifying Training Needs in Organization

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Ram Dwivedi
Manager, India

Identifying Training Needs in Organization

How to analyze what training is needed in an organisation?
Training is one of the important ingredients of organisational development. It helps to enhance the skills, knowledge, attitude of the individuals and makes a complete organisation. Therefore It is important to identify training needs before trying to implement any training solutions.
We need to find out the sources that can help us to determine which needs analysis are appropriate for our requirement of training solution:
1. Sources for Training Needs
- An analysis of the business needs due to the change persistance training is desired. The important questions being answered by this analysis are who decided that training should be conducted, why a training program is seen as the recommended solution to a business problem, what the history of the organization has been with regard to employee training and other management interventions.
- Participant Analysis- Analysis dealing with potential participants and instructors involved in the process. Analysis that what will be the post training benefit and improvement to the participant as well as to the organisation.The important questions being answered by this analysis are who will receive the training and their level of existing knowledge on the subject, what is their learning style, and who will conduct the training.
- Job analysis- Analysis of the job being performed. This is an analysis of the job and the requirements for performing the work. Also known as a task analysis or job analysis, this analysis seeks to specify the main duties and skill level required. This helps ensure that the training which is developed will include relevant links to the content of the job.
- Content Analysis. Analysis of documents, laws, procedures used on the job. This analysis answers questions about what knowledge or information is used on this job. This information comes from manuals, documents, or regulations. It is important that the content of the training does not conflict or contradict job requirements. An experienced worker can assist (as a subject matter expert) in determining the appropriate content.
- Training Suitability Analysis. Analysis of whether training is the desired solution. Training is one of several solutions to employment problems. However, it may not always be the best solution. It is important to determine if training will be effective in its usage.
- Cost-Benefit Analysis. Analysis of the return on investment (ROI) of training. Effective training results in a return of value to the organization that is greater than the initial investment to produce or administer the training.
2. Training Needs Assessment Techniques.
Several basic Needs Assessment techniques include:
- Direct observation
- Questionnaires
- Consultation with persons in key positions, and/or with specific knowledge
- Review of relevant literature
- Interviews
- Focus groups
- Tests
- Records & report studies
- Work samples
3. Checklist for Training Needs Analysis
Completing a checklist for each test you are considering will assist you in comparing them more easily.

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