How do you identify the training and development needs of an organisation? The first step of the process of training and development is identification of the organizational needs for trained manpower, both present and future. Basically some questions can be used in this step.
a) What specifically must an employee learn in order to be more productive? b) Where is training needed?
c) Who needs to be trained?
The productiveness of an employee is the important factor for the employer, because the income or profit of the organization and employer depends on the employees’ productiveness.
In order to clearly identify the training needs of the organisation, we firstly need to assess the current status of the company; how it does, what it does best and the abilities of the employees to do these tasks. A Training Needs Analysis (TNA) is used to assess the same. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organization’s objectives. Also, a skills inventory can help determine the skills possessed by the employees in general. This inventory will help the organization determine what skills are available now and what skills are needed for future development. Training & development need = standard (expected) performance - actual performance
Secondly, it is important to consider whether the organization is financially committed to support the training efforts. If not, any attempt to develop a solid training program will fail. Sources that can help determine the organisational needs for training in a particular situation are described below: •
Context Analysis. This analysis answers questions like: who decides that training should be conducted, why a training program is seen as the recommended solution to a business problem, what the history of the organization has been with regard to employee training and...
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