Identifying Training Needs in Organization

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Training Within Industry > Best Practices > Identifying Training Needs in Organization

Identifying Training Needs in Organization
Ram Dwivedi, Manager, India, Member
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.
 

 
Identification of Training Needs at Various Levels in an Organization
majeedah olori-aje, Manager, Nigeria, Member
Training needs can be identified at various levels in an organisation. Who can provide more information on these levels and their typical requirements?
 

 
Identifying and Evaluating Organzational Training Needs
Sunita, Manager, India, Member
Identifying the right needs and training before the actual execution of the training is very important. In most of the organisations the training is being imparted without such analysis.
Training without proper analysis is like walking a path without knowing your destination.
Training Needs Identification (TNI) also helps in evaluating the effectiveness at the end of it. The pre-training evaluation can be compared with the post-training evaluation.
 

 
Identification of Training Needs
Shruti Misra, Coach, India, Member
In order to carry out a successful training needs identification, we do the gap analysis on an annual basis, preferrably a few months after the appraisal process.
In this way we have a clear idea of what further improvements are needed and can be done in order to achieve more organizational efficiency.
 

 
Appraisal Process & Training
Kreeti Mathur
The best way to capture training needs is through forming unique roles which can be used to capture actual performance against each set of predefined KRA's for each unique role. Thus gaps will be visible enough for identifying training needs for each individual falling in that particular unique role.
 

 
Training Needs Approaches
Ceferino Dulay, Jr., Philippines, Member
When using unique roles as basis for training needs, we are then trapped into a certain mind frame that is bounded by the role. The basic assumption is that, in fact, that role is needed.
When looking into performance, it would be good to first find out if, in fact, the roles identified are still the best approach to the desired end result.
With the changes in business environment such as markets, products, technologies, etc., we need to start by questioning the way we designed the approach and that includes organization, people competencies, roles, etc. It is only then that we are sure that we are in the right direction and the rest of the training needs analysis work is addressing the right needs.
For example, the rapid development of technologies give rise to new approaches in way we organize and work.
We might be trying our best to get the old truck still working when there are already more efficient ones available to replace them. The approach is the key to effectiveness and efficiency.
 

 
Staff Training Techniques
Hor Kam Peng, Business Consultant, Malaysia, Member
Start with an end-point vision as to where would you want your department or business to go. Then you will be able to estimate staff capacity and competencies and the training that will be required.
Output standards or KPIs or any such like should be established.
Note that current poor performance can also be caused by lack of knowledge or bad working attitude.
 

     
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