Training is the development of the applications either soft
skills or the hard skills in the employees to gain the maximum outcome in the
process of the applications. Along with this fact, training can be recorded as
one of the most important categories in the HRM and many organizations are
using different methods in training applications (Cotes & Ugarte,
2019) .
Training need analysis is important and this is where it is
deciding the training types and the time frame. With the clear application of
the appraisals, the need of the training in organizations can be recorded and
identified. This is the first step of the training analysis and designing
activity (Ludwikowska, 2018) .
Figure 1: Training evaluation (Source: LOCUS, 2021)
“Training need analysis is a process of identification on the
type of training that needs in the organizations”
Training need analysis can be done in the organizations as
per different steps and these general steps can be changed as per the
organization and as per the training which is needed in the organization (bin Arshad,
et al., 2015) .
There are three types of the training need analysis and
these needed to be categorized clearly to undertaken the need analysis. These
three are;
Figure 2: Training need analysis tool (Source: Edgepoint,2021)
· Organizational
· Team
· Individual
Steps of the training need analysis can be recorded as per
the identification of the designation and the category which the employee is
related with (Ofluoglu
& Cakmak, 2011; Shah & Gopal, 2012) .
First Step – Identification of the organizational objectives
and goals
It is very important to make the clear definition and
understanding on the objectives of the organization to understand the outcome
of the employees and the expected outcome of the employees.
Second Step – Identification
of the skills that are needed in achieving objectives
There can be different skills which are needed by each
category of the employees to meet the necessary objectives in the organization
and it is must to have clear understanding on these skills.
Step Three – Evaluation of
the existing level of performances and skills in employees
Identification of the current level with different methods
can make the clear explanation on the level of employees and the areas which
are in the need of modification
Step Four – Identification of
the courses and training applications available to fill the gap in the skill
requirements
There can be a gap in the skill levels and it needed to be
filled by clear understanding on the training methods. There are different
methods and the best usage of correct one is important
Step Five – Develop training
program
As per the needs, training program can be developed
Conclusion
Training need analysis is essential in the organizations in
order to understand the gaps in the skills and to provide better development
applications to achieve the success in the employment applications. There are
different methods in the need analyzing process and it is important to
understand these methods as per the level of needs in the organizations.
Training need analysis have several steps and following each in precise manner
is a responsibility in HR department.
References
bin Arshad, M. A. et al., 2015. A study on training needs analysis (TNA) process among manufacturing companies registered with Pembangunan Sumber Manusia Berhad (PSMB) at Bayan Lepas Area, Penang, Ma, s.l.: Mediterranean Journal of Social Sciences, 6(4), p.670.
Cotes, J. & Ugarte, S. M., 2019. A systemic and strategic approach for training needs analysis for the International Bank, s.l.: Journal of Business Research.
Ludwikowska, K., 2018. The effectiveness of training needs analysis and its relation to employee efficiency, s.l.: Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie.
Ofluoglu, G. & Cakmak, A. F., 2011. Techniques of Training Needs Analysis in Organizations, s.l.: International Journal of Learning, 18(1).
Shah, H. & Gopal, R., 2012. Training needs analysis for bus depot managers at GSRTC, s.l.: European Journal of Training and Development.
All leader in an organization likes their employee to perform better and to reach their optimum. In order to achieve the set goals and improve the productivity of the organization, it is important that employees have full capabilities and competencies to perform their assigned job.
ReplyDeleteTo facilitate training, development and delivery, detailed knowledge of the organization's requirements is required. Processes must be focused, goal-oriented, and cost-effectively tailored to meet business needs.
ReplyDeleteGood article. Agreed with your conclusion. Training need analysis is essential in the organizations which the company identifies training and development needs of its employees so that they can do their job effectively. It involves a complete analysis of training needs required at various levels of the organisation as well.
ReplyDeletePerformance management system most important part is the training needs analysis. According to the company objectives when performance are measured. Therefore the performance gaps need to fill with improving employees competency. Good discussion points create with this article . Thank you
ReplyDeleteTraining needs analysis (TNA) helps organisations uncover the skills and training gaps of their current employees to effectively perform current and future tasks.
ReplyDeleteTraining managers use very careful analysis to design appropriate training programs to meet employees' skills and training requirements in order to enhance their own productivity and ultimately achieve their goals. goals and objectives set by the organisation.
It is a precious and topical subject. Technology is changing at a very rapid pace, as are the training and development needs of employees. Help prepare employees for the next level. Helps the manager identify key areas of employee development. his employees. With proper training and development, productivity increases many times over.
ReplyDelete