How to Assess Employee's Needs for Training

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COMENIUS UNIVERSITY IN BRATISLAVA, FACULTY OF MANAGEMENT
HOW TO ASSESS EMPLOYEE’S NEEDS FOR TRAINING

INTRODUCTION
A subject of my seminar assessment from Human resource management is Training needs assessment, or how to assess employee’s needs for training. The training needs assessment is a very effective way, how to identify employees’ needs for training. An object of my assessment is to acquaint readers with this topic, explain them, how the training needs of employees are identified, what the process of identification consists of and how to manage the training needs assessment.

HOW TO ASSESS EMPLOYEE’S NEEDS FOR TRAINING
Every company has goals which the company is trying to achieve. The main role plays employees who are the ones that actively participate in achieving the goals. That is the reason why the company should pay attention to them and evaluate if the employees have all qualifications, skills and knowledge that are the most efficient in achieving the goals. This evaluation can be provided through a very efficient method called training needs assessment, that discovers the training need of employees. Training needs assessment

“Staff training needs are assessed through a process called a training needs analysis. The exact form that this takes will depend on the nature of the organization, the technology available, and the nature of the staff. However, the fundamental elements of a training needs analysis are the same. It is a three-step process: * Identify the training needs

* Deliver training that meets the needs
* Assess the effectiveness of the training.
These three steps are repeated over and over during the life-cycle of an organization. Continual assessment is required because the needs keep changing. Employees do not remain static they take on new roles and responsibilities. Their environment is also not static -- technology keeps changing, as do the demands of their organization.” (Knowles, 2009) Identifying the Training Needs

The best way how to identify training needs is with a three-step approach consisting of organizational analysis, analysis of employees and task analysis. 1. Organizational Analysis -Organizational analysis identifies abilities, knowledge and skills needed for employees in the future, when their job and the company will change. The analysis collects data through looking at few aspects like lost workdays, customer complaints, grievances, absenteeism, turnover rates, safety incidents, different performance problems, etc. Afterwards these data are assessed to detect where performance could be improved through training. The organizational analysis should be also prepared for future changes and it should also plan for changes in the workplace like worker demographics, laws and regulations and future skill needs. * Workforce. Workers growing old and women or other minorities becoming more prominent make the workforce change. Operating cost modifications and economic changes also may need workplace changes, when competing internationally. If the company understands these possible changes, then it has a good advantage, because that may help it to adapt to employees’ needs while the company’s needs are still met. * Laws and regulations. An organization might be forced to arrange training in specific areas because of new laws and changes in current safety and environmental regulations. Also other policies which include employees need to be communicated to them. * Future skills. Future skill needs can be recognised if an organization understands, how it might change in the future. For instance, will new equipment be installed or new processes applied? Will standards or regulations be changed? Is technology going to change? Will there be interpersonal or communication skills needed from employees because they will have to work with others or in teams? Will cultural changes be taking place in the organization? 2. Analysis of employees- Analysis of...
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