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Posted on Mon, 10/29/2018 - 09:06
You need a training needs analysis to give you the best information for making learning choices for the employees in your organization.
Limited budgets bring about the need for cost-effective employee training and development solutions. To run an effective corporate training program, you have to understand the needs of each individual on your team and your organization as a whole. This is why a training needs analysis can be very effective.
It enables your organization to funnel resources into the most-needed areas and determine if there are areas of training that are lacking. The gap between your current status and where you want your employees to be is an indicator of a training need.
It may seem like a silly question, but some people wonder why they have to go through continuing training sessions for their jobs. Training is necessary so that each person is equipped with the skills and knowledge to do their work competently and effectively. It addresses the gap between current performance and future performance.
Here are four of the top reasons your organization should be performing a training needs analysis.
To determine what areas your employees need to have targeted instruction in, there are some steps you can follow:
Be clear about your desired outcomes for the learners personally, as well as the impact you’d like the training to have on your organization.
Identify the behaviors, skills, knowledge, and qualities that employees will put into action to achieve each specific goal.
Determine if certain skills are necessary before starting a job or if they are able to be learned on the job.
Find the areas between the skills and knowledge that learners already possess and what they need to know but don’t yet. These are the gaps you’ll be looking to fill.
Determine the percentage of employees who need to be trained in certain skills and decide how important each skill is in attaining the goals.
Take the total cost into account for the training method or methods you’ve chosen. Figure out the extent to which the training will fill the skill gap you’ve identified and try to determine the business impact.
Your corporate education program will only be effective if the knowledge is retained and then applied on the job.
Your organization’s training needs can be classified into several different categories.
Time and budget are both often-used excuses for not performing proper analyses of training needs. You may feel like you already know your target audience well enough that you don’t really need to do an analysis. Here are three ways skipping training needs analysis will waste time and your organization’s valuable resources.
Imagine that you want to bake a cake. You know you have a great recipe in your cookbook, but you don’t want to take the time to find it, read it over, and follow it. How tasty will your cake be if you just wing it?
Just like a cookbook is a necessary tool for baking a cake, your training needs analysis provides you with the information you need to give the people in your organization the best learning and development opportunities.
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