Essay On Training Needs Analysis

Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees and who can be developed. In addition, it is a way to find out who cannot be developed and may no longer fit with the organization.

◦ Is training the solution? ◦ What training format is the most effective ◦ How effective is the training program

A training needs assessment is a very critical component to running a business in today’s

This is an essay for organization recognize there is a necessary of training needs assessment for developing an effective training program. In recently years more and more companies are focus on training, however the effect of training cannot achieve companies’ goal. Most of companies choose lots of unnecessary subject for training and waste money. That result in Training Needs assessment. The judgment process of whether do training or not is training needs assessment (Raymoond, 2007). As an organization, Training need assessment can affect organization analyses of people and identify the gap between current performance and performance required. Needs assessment can improve or correct current performance to performance what organization needs before the training. Conducting needs assessment is a key of success of a training program.

The readiness for training involves a mixture of discovering the employees who can complete the job successfully but are also have the appropriate amount of cognitive ability to absorb and apply the training that is being provided. Situational constraints can be constraints such as a deficiency in time, money, material, tools, or training lessons being presented. Moreover, the social support that is the manner in which trainees, peers, and employers foster encouraging and rewarding training attitudes that influence the work environment.

Now at individual level, each and every person in the company is looked upon. Here the training need analysis lay emphasis on the essential features required for effectiveness in the productivity plus it ensures if the employee performs at a below or an above level of the expectations. Although, there is a connectivity of the employees performance to the some commonly required terms such as perks, peer appraisal, performance review, subordinate appraisal, client feedback plus customer feedback and last but not the least that is self appraisal. The last at an operational level the analysis is mainly based upon the quality and the quantity of the work that is assigned to an individual in the organisation. Whether the job is properly understood by the individual or not is ensured by the job analyst by taking different surveys within the organisation, by conducting interviews, taking different kinds of tests and hence knowing the levels of an individual in the organisation.

First and foremost, training program left a permanent influence on employee satisfaction. With the rapid development of social economy, people are more and more aware of the importance of human resource organization. Also, the concept of people-oriented has gradually thorough popular feeling in managers’ thinking. Employees are lifeblood of the organization, they will make career with a boom, or make it unsuccessful. The talent competition between different organizations has grown intense. Therefore, attracting talents for company is extremely essential, and the best way to achieve that is to gain their satisfaction. Training program would be a

Training in an organization can be defined as providing educational and informational resources to staff in order to prepare them for the roles and responsibilities of their position. “Training is crucial because it:

Training and development (T&D) is a task of human resource management hesitant with organizational interest aimed at bettering the performance of associates and groups in an organizational environment. Training is a platform that helps employees learn detailed information or skills to increase performance in their current roles. On the other hand, Development is far reaching and stresses the employee growth and future performance. Organizations depend on properly trained employees to keep them competitive. Training assist workers to acquire the behavior, proficiencies, capabilities, and understanding the new employees need to do their job and prepare for future development. Tenured employees and new hires alike all need to refine and update their abilities to meet the challenges of the modern workplace. In order to augment production, excellence, and safety in the workplace, employees should be properly trained before starting their work. An evaluation of the employees training development needs of the organization is also important in order to determine the effectiveness of the program. Training and development is a key element to improving the intellectual capacity of employees.

An Organization put efforts to help their employees to learn new skills, abilities and knowledge related to their job to motivate and meet with organization strategy. Also, in Swift Current company they provide training to their employees on basis of their analysis what they need, for example if there is a department who is struggling with team work, Then HR department Watch the team and asses how they are dealing with things. Then, by interviewing with employees they determine what needs to be fixed. Sometimes, HR manager of company take help from internal sources to find out required training to enhance organization need. Further, willingness of employees for training is also important because without their involvement results will not be satisfactory. This organization use different factors to influence their employees for training like different pay scale, based on their qualification of employees. Succession planning is another factor by which an employee cannot be considered eligible for a particular job until he/she enrolled in training related to that job. They encourage the employee to participate in training who is not team player and take some suggestion. although , employee decision matters if they want to participate in training. After training, organization prepare employee for their future careers by means of employee development which involves job experience, relationships and personality assessment. After completing

Therefore, when trainees have problems or questions, supervisor could give a sensible answer and more suggestion to think further. In Pre-training activity, the training topic will be discussed in advance between supervisor and trainees, so there should be sufficient time for trainees to prepare (M. Saks A. and Belcourt M.,2006). Additionally, the supervisor should persuade and encourage their employees by defining them reasonable and practical goals, so they will know which areas they should focus on (M. Saks A. and Belcourt M.,2006). Nevertheless, some activities need the cooperation from organizations to control the system. First, organizations do not have to force trainees to attend every training class but offer them choices and allow them to choose what they are really interested in (Baldwin, Magjuka, & Loher, 1991). Then, emphasis on the training participate “inform them that attendance at training program is mandatory” (M. Saks A. and Belcourt M., 2006, p636).

Employees are essential in the success of any organization. They have to carry out different activities, which assist the company to attain its business objectives. Various activities can be performed at diverse levels. Every level of activity might require a different set of skills and experience. Despite the fact that employees can be hired on a daily basis in agreement with job requirements, it is significant for any firm to train as well as develop its employees. This is necessary in helping them meet the changes in the business sector.

Today’s dynamic economy requires the company to constantly train their employees as changes occur at lighting speed. Knowledge continues to expand at a geometric rate while new, never existed fields pop up constituently, arising to become a significant competitor that threatens your business. It is clear that your employee needs training to stay on top of this fast changing environment. However, it is difficult to even know what training your employee needs, let alone what training is available or scheduling the training for your employee.

There are many ways of training and developing employees and it is important to utilize the method that will appeal to the learning style of the employees. Taking into consideration the way the training is delivered, how it affects the employee’s daily tasks, and how extensive the training will be, are all important steps when figuring out the bests methods for training and development. Including the employees concerns and ideas when developing the program will help ensure the success of the training and cooperation of the employees.

Tahir et al. (2014) defined training and development as the organizational function in human resource management entails gaining of knowledge, experience, practices, and techniques. The principal purpose of training and development is to improve the performance of employees in the company. It is a planned experience of learning which teaches employees to perform current and future jobs efficiently. The intellectual skills acquired can be translated into a company’s resource through the individuals who acquired, utilized, and inferred the knowledge to achieve an improved organizational performance. Sims (2002) articulates that while training focuses mainly on the current jobs, development looks at the probable future jobs, and prepares workers for them. The overall goal of T&D is to help in the accomplishment of the mission and vision of an organization. On the side of employees, it increases their knowledge of the job while identifying the company’s goals (Tahir et al. 2014). For an enterprise, it leads to increased positive attitudes towards achieving organizational goals and improved profitability. In essence, improved performance leads to the success in business since it can implement expertise and competencies acquired in the process (Khan et al. 2011). Organizational performance, therefore, depends on the ability of the employees to perform effectively and efficiently. The human resource capital of any company is critical in the development and growth of