Tranining needs can be identified by following means:
1. Organisational goals and objectives (requirements that may be necessary to meet the organisational goals)
2. Business prospects of the organisation(in case the organisation is planning to venture in or start with newer projects that require members to learn and accquire additional newer skills)
3.Performanc appraisals: (a well stuctured performance appraisal can identify the training requirements for an employee. If an employee is not upto the mark, that may be a result of lack of certain skills. Additionally, if performance is good and upto the mark, it is all the more important to have such employees prepared for higher roles and additional responsibilities)
4. Project requirements/work profile requirements. (each project/work profile has it's own set of requirements and expectations from members who will be working for the project, a well defined work requirement can highlight the training needs for such team members working for the project)
5. Interview gap: (all candidates interviewed may not fit the "dream candidate" for a particular profile. THere are bound to be certain gaps. This if noted during the interview can add to training needs.
6. Skill gap: (there are chances that you have employees with requisite skills, however the requirement for these skills could be on a higher proficiency level. Such differences in proficiency level can be taken care of by imparting training.
7. HR observation: All said and done, all people managers line managers and HR professionals frequently interact with employees and observe the employee behaviours and attitudes at work. There may be at times need felt to train members on some behavioural, interpersonal skills. Such observations can be organisation wide and can contribute to training needs.
8. Member request: Each employee, during his communication with his managers/HR during performance appraisal or general discussion may point out that he/she requires some training to be more effective and efficient with his work.Such details can contribute to identification of training needs.
All data collated in this manner ,discussions with the managers, inputs from senior management can contribute to training needs identification.
This done, you need to categorise similar training needs under appropriate heads and plan on the training methodology.
Cheers!
Kamaljit Kaur
From India, Pune
181. Organisational goals and objectives (requirements that may be necessary to meet the organisational goals)
2. Business prospects of the organisation(in case the organisation is planning to venture in or start with newer projects that require members to learn and accquire additional newer skills)
3.Performanc appraisals: (a well stuctured performance appraisal can identify the training requirements for an employee. If an employee is not upto the mark, that may be a result of lack of certain skills. Additionally, if performance is good and upto the mark, it is all the more important to have such employees prepared for higher roles and additional responsibilities)
4. Project requirements/work profile requirements. (each project/work profile has it's own set of requirements and expectations from members who will be working for the project, a well defined work requirement can highlight the training needs for such team members working for the project)
5. Interview gap: (all candidates interviewed may not fit the "dream candidate" for a particular profile. THere are bound to be certain gaps. This if noted during the interview can add to training needs.
6. Skill gap: (there are chances that you have employees with requisite skills, however the requirement for these skills could be on a higher proficiency level. Such differences in proficiency level can be taken care of by imparting training.
7. HR observation: All said and done, all people managers line managers and HR professionals frequently interact with employees and observe the employee behaviours and attitudes at work. There may be at times need felt to train members on some behavioural, interpersonal skills. Such observations can be organisation wide and can contribute to training needs.
8. Member request: Each employee, during his communication with his managers/HR during performance appraisal or general discussion may point out that he/she requires some training to be more effective and efficient with his work.Such details can contribute to identification of training needs.
All data collated in this manner ,discussions with the managers, inputs from senior management can contribute to training needs identification.
This done, you need to categorise similar training needs under appropriate heads and plan on the training methodology.
Cheers!
Kamaljit Kaur
From India, Pune
Hi, Find enclosed one of the sample format of questions which may be asked to analyse the Training needs.. Regards, Amit Seth.
From India, Ahmadabad
From India, Ahmadabad
hey guys, you could also follow the ADDI methodology after you collate the data that would be Analyze, design, develope and Implement. I hope this would help. Regards, shailu
From India, Secunderabad
From India, Secunderabad
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