We all remember the iconic image of 11 workers sitting on a beam, 69 floors high of an under construction Empire State Building in 1931. We remember that image for many different reasons, mostly positive but from a safety perspective, we remember it for one thing and one thing only i.e. how unsafe the work practices used to be. Not just that, but safety wizards have been using that image as what ‘NOT TO DO’ at work in their safety seminars and trainings.
We have to agree that, we use to live in a dangerous and risk prone era, where the word safety used to be replaced by ‘Ahh… you can do it, you will be just fine!’ The truth is, we have came a long and if we have to repeat the history of that iconic image, we would only allow those workmen to be up there if they all have double fall protection at the very least.
How did we cover such a gap in behavior and culture? How did we succeed to embed that in employees mind? I thing training is a link of that chain and an important one. For years training has been a key tool utilized by employers to revolutionize the work culture. Time has finally come where the script has already been written but the need is to cross the‘t’s’ & dot the ‘I’s’. Providing training is no longer a challenge for the employer but conducting effective and successful training is and the Mantra to it is Training Need Identification (TNI)
TNI is a systematic approach for determining what training is required to fulfill the gap of what you know and what you need to know. Most employers conduct training program with the expectation of its effectiveness from the trainer but the reality is that a success of training program begin with employer assessing the Training Needs Identification prior to the training and communicating it with the trainer to achieve efficiency.
Employer Training Needs Identification can be conducted in 6 steps which include:
1. Organization Need Gap Analysis – i.e. where do the organization stand and what goals/targets they are expecting to achieve from this training program specifically?
2. Competency/Skill Analysis - Assess the skill and competency level of employees and select.
3. Performance Gap – Identify, any lack of performance among employees and the root cause of it. Based on performance evaluation categorize who require refresher training and will be requiring a full exposure.
4. Training methods - Identify what training methods would be efficient for the selected group based on the skill analysis e.g. focus should be on theoretical knowledge, Hands on practical demonstration, visual effects/animation or group behavior activities etc.
5. Cost Benefit Analysis – Evaluate the expense of the training and compare it with the return a company can get with the program. For example, an in-house Forklift training program can reduce the number of incidents along with direct and indirect cost.
6. Training Evaluation - What monitoring tools are available to measure the effective performance of the training as a part of continuous improvement?
In conclusion, by performing Training Needs Identification prior to every training, the employer not only can increase the effectiveness of the program but can also transform the behavior of employees, isn’t that what we are aiming for i.e. change in employees behavior….what do you think?
From India, Jalalpur
We have to agree that, we use to live in a dangerous and risk prone era, where the word safety used to be replaced by ‘Ahh… you can do it, you will be just fine!’ The truth is, we have came a long and if we have to repeat the history of that iconic image, we would only allow those workmen to be up there if they all have double fall protection at the very least.
How did we cover such a gap in behavior and culture? How did we succeed to embed that in employees mind? I thing training is a link of that chain and an important one. For years training has been a key tool utilized by employers to revolutionize the work culture. Time has finally come where the script has already been written but the need is to cross the‘t’s’ & dot the ‘I’s’. Providing training is no longer a challenge for the employer but conducting effective and successful training is and the Mantra to it is Training Need Identification (TNI)
TNI is a systematic approach for determining what training is required to fulfill the gap of what you know and what you need to know. Most employers conduct training program with the expectation of its effectiveness from the trainer but the reality is that a success of training program begin with employer assessing the Training Needs Identification prior to the training and communicating it with the trainer to achieve efficiency.
Employer Training Needs Identification can be conducted in 6 steps which include:
1. Organization Need Gap Analysis – i.e. where do the organization stand and what goals/targets they are expecting to achieve from this training program specifically?
2. Competency/Skill Analysis - Assess the skill and competency level of employees and select.
3. Performance Gap – Identify, any lack of performance among employees and the root cause of it. Based on performance evaluation categorize who require refresher training and will be requiring a full exposure.
4. Training methods - Identify what training methods would be efficient for the selected group based on the skill analysis e.g. focus should be on theoretical knowledge, Hands on practical demonstration, visual effects/animation or group behavior activities etc.
5. Cost Benefit Analysis – Evaluate the expense of the training and compare it with the return a company can get with the program. For example, an in-house Forklift training program can reduce the number of incidents along with direct and indirect cost.
6. Training Evaluation - What monitoring tools are available to measure the effective performance of the training as a part of continuous improvement?
In conclusion, by performing Training Needs Identification prior to every training, the employer not only can increase the effectiveness of the program but can also transform the behavior of employees, isn’t that what we are aiming for i.e. change in employees behavior….what do you think?
From India, Jalalpur
Dear Singh,
The text is garbled at several places. This shows that you have copied the article and pasted it here!
Now the question is have you implemented whatever is written in the article? Or you have shared it for other members giving yourself exemption?
Sharing your own experience would have been worthwhile!
Thanks,
Dinesh Divekar
From India, Bangalore
7884The text is garbled at several places. This shows that you have copied the article and pasted it here!
Now the question is have you implemented whatever is written in the article? Or you have shared it for other members giving yourself exemption?
Sharing your own experience would have been worthwhile!
Thanks,
Dinesh Divekar
From India, Bangalore
Mr Dinesh,
Thank you for your constructive criticism on the garbled text, it is true that i have copied it from somewhere and that is from my own word document ( I wish I had the leverage to post it the way I organized it in that document along with an animated image also developed by me) . I understand that It is my responsibility to proof read it before I post it for the audience but as I am not a blog writter and this being my first attempt, I had a glitch and I take full responsibility of it.
Now as per your question regarding the implementation of TNI, so I would like to say that it is a very valid point as may seem like little far fetched from practical perspective but I would also like to say that I have been in the industry for last 10 years as a safety personnel and manged to get exposed to various sectors in that time period. One thing I would say about safety people is that either do not make an attempt to share such knowledge at all or if they do, it based on experience earned from implementation. I belong to the second category and wanted to see how many people out there are aware of it.
I visit various industries and do teach them about this useful tool as a part of Plan-Do Check-Act. I don't think I have to specify which stage TNI fall under?
I sincerely appreciate your concerns and welcome them for future endeavors.
Regards,
From India, Jalalpur
Thank you for your constructive criticism on the garbled text, it is true that i have copied it from somewhere and that is from my own word document ( I wish I had the leverage to post it the way I organized it in that document along with an animated image also developed by me) . I understand that It is my responsibility to proof read it before I post it for the audience but as I am not a blog writter and this being my first attempt, I had a glitch and I take full responsibility of it.
Now as per your question regarding the implementation of TNI, so I would like to say that it is a very valid point as may seem like little far fetched from practical perspective but I would also like to say that I have been in the industry for last 10 years as a safety personnel and manged to get exposed to various sectors in that time period. One thing I would say about safety people is that either do not make an attempt to share such knowledge at all or if they do, it based on experience earned from implementation. I belong to the second category and wanted to see how many people out there are aware of it.
I visit various industries and do teach them about this useful tool as a part of Plan-Do Check-Act. I don't think I have to specify which stage TNI fall under?
I sincerely appreciate your concerns and welcome them for future endeavors.
Regards,
From India, Jalalpur
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