Training is important as they help in enhancing the quality and efficiency of a workforce. Unfortunately, training now days is conducted without analyzing the needs and are frequently done in an unplanned way. While conducting training, it is important to know a precise method to allot the constrained training budget to the territories that need changes.
Training needs analysis (TNA) confronts the issue of observing the gaps in the required abilities of the work power. Following are the techniques used to prepare a TNA:
- Building up the goals: Before starting trainings you need to set goals to know how viable the training is. Setting goals is not the only important thing, it is also important to know the monetary allowance for trainings and the feasible arrangements of your organization and workforce.
- Analyze present and past training projects: One should be aware of the present training projects which are being conducted to avoid repetitions. Along with present training projects, an organization should also be aware of the past trainings and the result of those trainings.
- Breaking down occupation capacities: To conduct a TNA one should know the job description of every individual in the organization. If it is known what an individual’s job requires it would be easy for to plan trainings accordingly.
- Classifying the kinds of trainings required: To obtain a positive outcome, trainings should be given according to needs. The most common approach used by organizations in classifying the training needs are at the employee level, departmental level, and organizational level. For instance, there are training that an employee may require but a department as whole doesn’t need.
- Outline and execution of training need survey: One must know how to design and collect the training data. The survey questions should be analytical through which the required data can be collected. The survey can either be in the form of a questionnaire or a face to face meeting.
The evaluation of a TNA starts with identifying the “need” for the training. This need is a hiatus between the present condition of the organization and the future requirement of the organization. These gaps consist of:
- The results an organization expects and the actual results which are achieved.
- Difference between the actual and expected performance of an employee.
- The current and expected abilities to perform a task.
Once a need has been identified it is important to analyze it according to the needs and working capabilities of employees. The outcome of the need identification will be helpful in planning significant objectives and effective executions of the training programs.
Initially, it might look like a hassle but in the long-run it is very effective to achieve the desired organizational goals and to improve the efficiency of the organization overall.
About the Author:
Anjiya Nuruddin is an intern at Learning Minds Group. She is pursuing her Bachelors in Business Administration from the Institute of Business Management