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Identifying Training Needs - People Vision
1. “ Identifying Training Needs” Webinar Alyson Pellowe & Józefa Fawcett 21st March 2011 - 8PM
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Editor's Notes
Four steps in systematic approach to training – starts with ITN, then from there, the design of the training intervention, the delivery of the training and then the evaluation of the training If there is no training need, then it questions the reason for a training intervention at all Biggest mistake made by many trainers is to focus on what they ‘think’ should be delivered or what the organisation ‘thinks’ should be delivered, this approach has a number of flaws, firstly, if it is based upon desires or ‘mandatory’ aspects, then it raises HUGE logistical issues for attendance and non-attendance as well as pushing the HR function and its L&D team into a monitoring / policing role. Secondly, if you don’t focus on actual needs, it becomes harder to measure impact and results (more about this later on) Worth remembering that ITN can focus on either personal development, team or organisational needs, and also be used to predict future needs based upon the analysis of trends and sustainability targets
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