The Importance Of A Training Needs Assessment

To ensure that the training is truly taught for its intended purpose requires conducting training needs analysis. BusinessDictionary.com defines a training needs analysis as an “assessment of the training requirements of a target group in terms of (1) number of trainees, (2) their educational and professional background, (3) their present level of competence, and (4) the desired behavior or skill level acquired at the completion of training” (Training needs analysis, 2014).

The value of a needs assessment in an organization is important since they are used for the driving force behind staff member’s job abilities. When a needs assessment is done correctly, it will and can determine who needs trainings and what types of trainings and the length. “The identification of training needs is the first step in a uniform method of instructional design.” (Training needs analysis, 2010) There are costs associated with trainings so offering trainings to employees who do not need it is a waste of time and money to a company.

All this information comes from the data that was gathered and analyzed through research and staff surveys. Managers need to plan the resources required to make the change and establish feedback mechanisms to evaluate the progress and success of the change (Sullivan & Decker, 2009, p. 70).

Failure to comply with these requirements can have serious consequences – for both organisations and individuals. Sanctions include fines, imprisonment and disqualification.

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

Identify the regulatory requirements, codes of practice and relevant guidance for managing concerns and complaints in your area of work.

2. Complying with regulations and reporting requirements; the regulatory landscape can be particularly complex for utility companies. Not only do they have to conduct operations in a variety of regulatory and tax regimes but they also have big upfront investment needs, which often go hand in hand with great uncertainty about long-term outcomes.

A needs assessment consists of an organizational, person, and tasks analysis. The purpose of the needs assessment is to determine if SCU has a training need. In spite of SCU identifying a potential gap in lender trainer the organization will want to complete an assessment to make an informed decision to allocate money towards training. An organizational analysis will examine SCU strategy goals, objectives, culture, training resources and support. A person analysis identifies the recipients of the training and any potential instructors involved. SCU will receive an in-depth analysis of trainee characteristics and feedback. Also, examining changes to training software to evaluate their effectiveness. A task analysis looks at the job and the requirements necessary to perform. Identifying the knowledge, ability, and conditions required to be execute transfer of

Needs Assessment; the following four central questions must be answered before you begin designing a training course.

Why is it important to attend trainings in topics such as HIPAA, confidentiality, cultural diversity, universal health procedures, and counseling theories?

In the present health services administrative environment, corporate compliance programs are a vital business capacity for recognizing hazard and staying away from obligation, particularly in light of the Government 's extended assets and expanded spotlight on indicting extortion and misuse. A corporate compliance program is a framework which is designed to recognize and avert infringement of law by the employees and employers of an organization. There are five basic elements that are used to produce an effective corporate compliance program, they include; leadership, risk assessment, standards and controls, training

Whereby, the department could have tested a sample of technicians to assess their knowledge, abilities, and skills. Also, the department could also have tested the technician’s motivations and incentives. While performing the needs assessment could, the department could have observed the actual work that the technicians did and whether the reading of the memos were done or not.

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

Identify two to three (2-3) training needs through a Training Needs Analysis (TNA) and justify an approach for this training.

Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.