Training Needs Assessment: A Must Do

Training Needs Assessment: A Must Do

To ‘hit the bull’s-eye’ – a shooter has to know exactly where he is supposed to aim. By taking this idiom in its literal sense, we can decode what it precisely means for an organization to have Training Needs Assessment. An organization is a huge body with multiple departments where millions of different activities go on. It becomes critical for leaders and managers to pin point the exact cause of the glitch that has been impacting all along. To resolve the issues, the management has to find the best way to address each pull back that can be achieved only through needs assessment. A training needs assessment helps to eliminate the GAP between desired goal and the cause that is affecting to achieve the goal. These gaps can be found either in knowledge, skills or implementation of plans that are existing. Needs assessment will ensure to detect those areas of blockage, so that an organization can reach its optimal level.
Let us discuss about how to plan a successful Needs Assessment, as well as how to go forth after conducting it.

Gathering Important Information

Data collection is the starting point to discover the flaws in the organization. Until and unless deficiencies are defined, it becomes impossible to propose a resolution.

To gather the relevant information, the management can divide their search process into three main areas:

  • Employee performance
  • Detecting the functional areas of the organization
  • Adoptive capacity of the learner with changes and uncertainty

To find the shortcomings in the human resource department it is best to look into the following areas:

  • Employee turnover
  • Customer feedback report
  • Employee feedback report
  • Task/Job Analysis
  • Performance Data including grievance data
  • Management feedback via discussion

To find the deficiency in the organizational structure, we can look into:

  • The organizational goals and objectives
  • Who is the targeted learner audience of the organization?
  • What will be the training budget?
  • Will training resolve the issue?
  • How flexible will be the training in regards to latest technology?
  • Has there been any changes or need of changes in the operational departments

Strategizing and Execution

Collection of important data gives us the answer what is to be done next. This is the point where the management comes to the conclusion whether training is needed or not. If the training is essential, following deliverables are needed:

  • Potential trainer for the program
  • Training content and materials
  • Analyzing training audience
  • Custom training courses for the learner

It is a good idea to frame the training with relevant training modules and activities. Apart from focusing on the maximization of employees’ performance, it is also vital to align with the stakeholders’ perspective on the training needs.

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