Carrying out a training needs assessment will help you gain a clear understanding of the competencies needed to achieve organisational goals, while identifying which individual employees and teams most need training. Carl Greenberg, founder of Pragmatic HR Consulting, explains how poorly conducted needs analyses can lead to training solutions that address:. Greenberg also provides some guidance on the questions you need to be asking yourself about training, which will be helpful for you in developing your assessment.
According to Greenberg, the results of a training needs analysis should provide employers with answers to the following questions:. Now that you understand the reasoning behind training needs assessments, you can get started on developing your own. Here are three steps when conducting an analysis, covering the organisation, tasks and individual employees.
Peter Turner MA (law), P.G.D, Eng (Hons), CMIOSH
Eric Sokolowski, writing for Knowledge Wave, recommends starting with a good look at the organisation. Talk to senior leaders and managers, getting them to articulate their training priorities. When doing this, ensure that there is always a clear alignment between the training goals and business objectives.
Sokolowski also encourages looking at organisational readiness for training — are there any obstacles that might make training less effective? What can you do to remove those obstacles before rolling out training? The next step involves talking to subject matter experts and employees to gather information for your job-task analysis. This will give you a clear list of tasks that are required to perform a particular job. From this, you can identify the skills and competencies needed to perform those tasks.
The information you get from this step helps you to decide exactly what to include in training. He also recommends being aware of the difference between things that a person need to know versus information that they will need to access. In this final step, you want to focus on the individual employees you are designing training programs for. Analysing your target audience helps you to understand the kind of employees who will be participating in training.
Ready to get to work on your own training needs assessment? Follow those steps, and take time thinking about the questions and tips suggested here. Task assessments answer the following planning question:. The individual assessment focuses on a particular employee to discover how well they are performing. The individual analysis identifies who within the organization requires training and what kind of training is needed.
The individual assessment forms the basis for the creation of a customized training and development plan for the employee. These assessments answer the following key development questions:. Contact us now. Explorance is dedicated to protecting the data our customers entrust to us.
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4 Steps For A Training Needs Analysis
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