Training Need Assessment

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

First, an organization must assess their training needs to set up a training program that’s effective and foundational. “A training needs assessment is used to determine whether training is the right solution to a workplace problem” (Cekada, 2010, p. 28). Data must be gathered continually to determine what training needs must be met and develop a plan to accomplish the organization’s objectives because training program is a costly expense for employers. Training needs assessment (TNA) “provides accurate information for the

Training and development are an essential part of any human resource (HR) department. One manner this can be done is through a training needs assessment, which provides the goal of helping to improve employee job performance. A training needs assessment is broken into three specific areas: organization analysis, task analysis, and personal analysis. The first area deals with what type of environment, strategies, and resources are needed to help determine where to emphasize training. The second deals with what kind of activities are needed to be performed in order to determine the KSOAs needed. While the third area is used to understand what the specific performance, knowledge, and skills base are needed to help ensure the right individuals receive training (Snell & Morris, 2016, pp. 264). This third area is important, because not every employee needs to be trained on the same thing which can save resources for the

Every organization at some point must design a training and development program to make sure that the managers and employees get the skills that it would take to perform their job. In order to design a training and development program, the organization must conduct a need assessment. “Need assessment is the process used to determine if training is necessary; it also is the first step in the Instructional System Design model (Raymond A. Noe).” In order a training need assessment to be conducted, the training manager need to know the organization goals and objective, must know the jobs and its related tasks

There is three types of analysis for training needs. First one is the organizational analysis. This type of analysis of the organization needs or other reasons the training is preferred. Organizational analysis originate from various measures of organizational performance such as department retentions, customer complaints, high grievances rate and low performance. Training will be solution for the problems. Second one is the job/task analysis. This type of analysis is the analysis of the job and the necessities for performing the work. This analysis look for to specify the main duties and skill

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

In order to judge the effectiveness of a certain training program, we need to make sure that the participants gained the intended skills and realized the importance of such skills in improving the workplace. Also we need to discover the obstacles that prevented the participants from developing such skills after taking part in the training program.

The training package should depict the methods and techniques affecting the use and upkeep of the new technology to ensure success. Part of the package should address how the staff and workforce will receive training. The training schedule should reflect the dates and time of the training sessions and who will attend. The key point is for the trainees to understand that everything else stops and all focus is on the training. The training tailored and geared to the strengths and weaknesses of the individual attending the training. The human resources department can assist and conduct the evaluation of each individual. Pre-test method is an alternative to obtain a true evaluation of the mass workforce strength and weaknesses. The younger generation will learn more rapidly compared to the older

Training and development is a key component to any organization’s current and future success. By fostering a learning oriented organization, you are creating a culture and environment that will deliver high quality service and products, anticipate and prepare for the future needs of the organization, and increase both customer and employee satisfaction. Training and development must be supported by the Human Resource function, and utilized by senior management to drive staffing strategy and decisions, performance management, and meet operational goals. In order for the training and development program to be successful at all levels, it must be properly designed, implemented, and evaluated. Below, we will discuss the seven steps of the training design process to demonstrate the best practices and organizational importance of a strong training and development program.

Training is a planned learning experience. This effectively prepares workers for their current and future jobs. Training for human resource managers focuses on the present job industry while development training prepares them for the future growth. Training enhances knowledge and job skills. Methods used to measure the success of the training are performance appraisals. This measures the adequacy of the human resource managers. After their performances are measured their results are discussed with them. Any changes that may need to be made in the training process can be easily detected.

The final step in determining what training is needed is to conduct a person analysis. A person analysis is the identification of people in your company that need training. There are many ways that this identification process can be handled. First an examination of past and current performance appraisals can be made to identify employees that have areas that need improvements. Surveys can also be used to identify skills that the employees themselves think that they should have or that they need to have to perform their jobs more successfully. Interviewing employees can also be used to identify skills that are needed or desired by employees, as can skill and knowledge tests. The final way a person analysis can be conducted is to evaluate and review critical incident reports that have been filed in personnel. These incidents can pinpoint specific skills like customer service, assembly, etc. that specific employees or departments need to improve.

“Training is the systematic process of altering the behavior of employees in a direction that will achieve organization goals. Training is related to present job skills and abilities. It has a current orientation and helps employees’ master specific skills and abilities needed to be successful “(Ivancevich & Konopaske, 2013, p. 395).

Employee training and development also plays important role in evaluation system. Evaluating employees’ strong and weak points is the first thing in deciding which type of training employee needs. Training is an activity purposed for improving and developing the performance, skills or help employee to gain new and specific knowledge that needed for his/her

Training needs assessment is an ongoing process of gathering data to determine what training needs exist so training can be developed to help the organization accomplish its objectives. Conducting needs assessment is fundamental to the success of a training program. Often, organizations will develop and implement training without first conducting a needs analysis. These organizations run the risk of overdoing training, doing too little training or missing the point completely. There are four main reasons why needs analysis must be done before training programs are developed. 1. To identify specific problem areas in the

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