Training Needs Analysis
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Training Needs Analysis

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Training programs are often prescribed as the drug of choice to help cure a problem that arises in an organisation. Until the problem and its causes are understood in greater detail, proposing a ...

Training programs are often prescribed as the drug of choice to help cure a problem that arises in an organisation. Until the problem and its causes are understood in greater detail, proposing a solution or an intervention can be both a costly and fruitless endeavour.

The best way to determine whether or not a training program is the best course of action is to carry out a detailed training needs analysis.

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Training Needs Analysis Training Needs Analysis Document Transcript

  • Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]Training Needs Analysis What Is & What Ought To Be www.oliviamoran.me
  • Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me] About The Author Olivia Moran Olivia Moran is a leading training specialist who specialises in E-Learning instructional design and is a certified Moodle expert. She has been working as a trainer and course developer for 3 years developing and delivery training courses for traditional classroom, blended learning and E-learning.Courses Olivia Moran Has Delivered:● MOS● ECDL● Internet Marketing● Social Media● Google [Getting Irish Businesses Online]● Web Design [FETAC Level 5]● Adobe Dreamweaver● Adobe Flash● MoodleSpecialties:★Moodle [MCCC Moodle Certified Expert]★ E Learning Tools/ Technologies [Commercial & Opensource]★ Microsoft Office Specialist★ Web Design & Online Content Writer★ Adobe Dreamweaver, Flash & Photoshop
  • Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]INTRODUCTIONTraining programs are often prescribed as the drug of choice to help cure a problem that arisesin an organisation. Until the problem and its causes are understood in greater detail, proposinga solution or an intervention can be both a costly and fruitless endeavour.TRAINING NEEDS ANALYSISThe best way to determine whether or not a training program is the best course of action is tocarry out a detailed training needs analysis. This is a tool that focuses on needs. A need cannotbe described as a want or desire. It’s basically a gap between ‘what is’ and ‘what ought to be’.The training needs analysis will assist in highlighting the gaps. It will also look at whether ornot the problem can actually be solved by training.There are 5 main reasons a training needs analysis is carried out:1. To determine what training is relevant to your employees jobs2. To determine what training will improve performance of individual & organisation3. To determine if training will make a difference4. To separate training needs from organisational problems5. To help link improved job performance with organisational goalsDuring a Training Needs Analysis a lot of useful information is collected. This information isused to help determine training needs. It’s essentially the first step and probably the mostimportant in the development of a training program.COLLECTING DATAThere are numerous techniques used to collect this data1. Surveying NeedsYou are probably all familiar with surveys and have at some point filled one out. They areextremely useful as they allow large amounts of people to be questioned in a short period oftime. You may find that people are must more open about the information that they give incomparison to face to face meetings. Surveys take the form of a questioner, which containsboth open and close ended questions. Make sure however that measures are taken to ensurethe survey is both valid and reliable.
  • Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]2. InterviewsInterviews involve a researcher sitting down with different types of people/groups and askingthem relevant questions that will help to determine training needs. There may be an interviewwith the various managers of the company. These people are involved with planning anddetermining the future direction of the company. They should have a fairly good idea of whattraining will be required in the future. They deal with their subordinates regularly and so theygenerally know what abilities and skills they have.There may be an interview with regular employees. They are the ones who carry out the variousjobs on a day-to-day basic so they should know exactly what skills and training they require tomake their job easier and more efficient.3. Data GatheringThis could involve numerous things such as looking at reports, surveys, interviews,assessment/testing centres, managerial evaluations that have been previously conducted.Companies nowadays are seeking employees who consistently meet or exceed performancerequirements and org goals. This has lead to the development of a new data gatheringtechnique know as 360-degree feedback. Each employee is involved in developing aperformance enhancement plan. From this companies can identify potential training programsand can track and evaluate progress.4. Focus GroupsA focus group is where a group of people come together to talk about different issues. Thisgroup is usually led by a researcher who is an expert in guiding conversations and knows exactlyhow to uncover knowledge that’s relevant and needed to determine training needs.5. Reviewing Company Goals and Mission StatementThis involves carrying out a brief review of the company’s past. It gives ideas as to where theorganisation is headed for in the future. It allows comparisons to be made between what skillsemployees have now and what will be needed in the future.CONCLUSIONThese methods can be utilised individually or a combination may be used. Using a few of themethods is wise as it will give scope and allow you to see the bigger picture. However, whichtools are used is left up to the discretion of the company.Training Needs Analysis is essentially the first step and probably the most important in thedevelopment of a training program. It’s a must for any company who intends to carry outtraining.
  • Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]It provides an opportunity to consult with a variety of people in the organisation. Theinformation collected, ideas generated and the conversations that take place when peoplediscuss their work lives tends to make employees more productive.The data collected, whether obtained through surveys, interviews, data gathering, focus groups,looking at company goals and mission statement can help to clarify issues and provide a focuson performance.It’s important to note that training is not always the answer. There may be a better road totravel. Perhaps restructuring or reorganising the company may solve a problem more efficientlyand effectively than a training program could. “Training Needs Analysis will prevent wastage of both time and money”