Purpose of the training needs analysis
On the event where the employees face the skill gap, the business can be adversely affected especially since their productivity will decline. Training Needs analysis is the process in which the business entity identifies the training and development needs of its workers and organize the training plan to enable them attend to their work effectively. It is a process which involves a complete analysis of the training needs which are needed in different levels of the organization. The primary purpose is to bridge the gap between the knowledge, skills and attitude which are required to meet the objectives of the organization in question. The analysis also forms the basis to which the training process can be administered. The training is required since it assist in grooming the employees to respond to the changes in the level of technology as well as assisting the managers to identify the key development areas which their employees should respond to achieve the organizational objectives (Reed & Vakola, 2006). It is because when an appropriate training is done to the employees, their level of productivity will increase a situation which can be vital in improving the company's performance either in the short or long run. In a nutshell, the training process aims at improving job performance (Anderson, 1994). These can enable the company to achieve a competitive and comparative advantage over its competitors in the market realm.
Steps in conducting a complete training needs analysis
The following are the steps which can be undertaken to conduct the training needs analysis. They comprise of isolating the problem, consulting the right stakeholders and evaluation of the available options.
Organizational Analysis
Organizational analysis is the broader scope which is concerned with the system wide components of the organization. These comprise of the examination of the organizational goals, the climate of the training, organizational resources and the external and internal constraints which are present in the business environment. However, these components depend on the programs which are being instituted in the organization. In the situation where these are taken into consideration, the training needs can be achieved either in the short or long run.
Requirement or task Analysis
During the need assessment process, the requirement analysis is also a vital step to be taken into consideration. It involves the examination of the details which should be clear in order to assess the procedure to enable it function properly. The key specifications which should be accomplished comprise of understanding the job in the context of the organization in question (Analysis of the previous sources of information, and documentation of the materials), choosing the methods of conducting the need assessments, defining the target jobs, determining the participants in the need assessment process, determining the point of contact in the organization, anticipating the problems to be resolved, and indulgence in the development of the protocols. These allows the organization of the work hence enhancement of the training process.
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Person Analysis
It puts focus on the determination whether the workers need the training and the type of training which is required. It also determines the instructions needed for the program to be accomplished. The key steps which need to be taken into consideration comprise of developing the performance indicators, engaging in the determination of the KSA Gaps and developing approaches to resolve them. These will ensure that the right persons are chosen for training as well as the right method is used to pass the skills to the employees to ensure that the productivity targets are achieved either in the short or long run.
Conclusion
It is important to note that while conducting the training need analysis, the key factors which should be taken into consideration and they comprise of the business needs, current competencies, the training methods, costs and the effectiveness of the training methods to be implemented. Besides, there is need to conduct an analysis to ensure that the training process is targeting the correct competencies, employees and addresses the right business needs. Therefore, in the situation where these are effectively implemented, the employees skill gap will be bridged, a situation which shall ensure that the needs and obligations of the business entities are met effectively and efficiently. These tend to improve the performance of the business entity immensely as the productivity of the employees increases over time.
References
Anderson, G. (1994). A proactive model for training needs analysis. Journal of European industrial training, 18(3), 23-28.
Reed, J., & Vakola, M. (2006). What role can a training needs analysis play in organisational change?. Journal of Organizational Change Management, 19(3), 393-407.
