Training Needs & Performance
How can HR department cooperate with other departments to determine the training needs analysis? What are the impacts on work performance?
Submitted By:
Rana Swidan
The training needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances.
Training needs analysis can be done using job description, skill matrix, observations, performance related data or an anticipated introduction to a new system, task or technology. It is important to link also training needs to the strategic goals of the organization.
The above must be done by HR with the support and input of other departments. For the job description to be formed, HR has to conduct interviews and fill in job analysis questionnaires. The job description including job activities, job specification and job standards are then made. From the job specifications and job standards, training needs are then identified from these two components.
Similarly, the skill matrix is done by both parties. The supervisor/department head are the ones with the help of HR specialist will identify the skills relevant for each role and the desired level of skill, he will then evaluate the present level of the employee for each skill. From the gap between the desired and actual, training needs are identified.
For performance related data and observations, HR provides the department head attendance records, disciplinary actions or attitude problems. The performance appraisals are done by both HR and supervisors for all employees.
Upon the introduction of a new system, task or technology, the department informs HR of the specific training that his/her staff will require during the upcoming period in order to sustain his/her department 's performance.
With the training needs identified from the various sources listed above, the HR will start identifying in
Submitted By:
Rana Swidan
The training needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances.
Training needs analysis can be done using job description, skill matrix, observations, performance related data or an anticipated introduction to a new system, task or technology. It is important to link also training needs to the strategic goals of the organization.
The above must be done by HR with the support and input of other departments. For the job description to be formed, HR has to conduct interviews and fill in job analysis questionnaires. The job description including job activities, job specification and job standards are then made. From the job specifications and job standards, training needs are then identified from these two components.
Similarly, the skill matrix is done by both parties. The supervisor/department head are the ones with the help of HR specialist will identify the skills relevant for each role and the desired level of skill, he will then evaluate the present level of the employee for each skill. From the gap between the desired and actual, training needs are identified.
For performance related data and observations, HR provides the department head attendance records, disciplinary actions or attitude problems. The performance appraisals are done by both HR and supervisors for all employees.
Upon the introduction of a new system, task or technology, the department informs HR of the specific training that his/her staff will require during the upcoming period in order to sustain his/her department 's performance.
With the training needs identified from the various sources listed above, the HR will start identifying in
References: 1- Gary Dessler HRM – 12th Edition. 2- You Can Win – Shiv Khera 3- Directory Journal – www.dirjournal.com