In an effort to survive the corporate rat race and live up to the needs of changing times, most companies are today forced to implement rampant changes in their endeavor to make it to the top. The ever-changing dynamics of the workplace has somewhere intensified the need for the top-notch workforce specialized in adapting to this expanding evolution, hence the need to upgrade the workforce to meet the shifting demands. However, training your troop on something new is no cakewalk and most often it requires a careful analysis of various factors before you get on with the task. Remember, training your employee doesn't stop with your new hire orientation routines. In fact, this all-exhaustive technique goes as far as updating your employees on the latest technological and environmental changes, and more. However, even before you get on with training, it is important to figure out who, what, why, where, when, and the how of training. Here are some steps in the importance of employee training needs assessment. Training assessment helps to analyze the effectiveness of an organization, achieve optimum performance as well as determines the strength and shortcomings of the employees. Read on to know more on employee training needs assessment.
Training Needs Assessment Organizational Analysis
•Fluctuating state economy and its subsequent affect on operating costs can compel an organization to consider a workforce training.
•Shifting workforce demographics in an organization as well as the need to attend to diverse cultures and languages can stimulate the urgency for training.
•Rapid technological advancements and mechanization of the workplace can call for training in an organization.
•Workplace abuse like sexual harassment and violence can also initiate the demand for an organizational training.
•Renewed organizational goals, improved resources and new expertise may also warrant training
Task Analysis •Task analysis entails job analysis techniques to decide on the needs of employees and if a training is required at all.
•A detailed investigation on the competency and need of the employee is done by assigning specific tasks testing their Abilities, Attitudes, Knowledge, and Skills.
•Task analysis involves a close inspection of the performance standards of the employee to identify performance discrepancies.
•It includes job inventory questionnaire to appraise performance and the time consumed in finishing the task.
•Interviewing incumbents, management and supervisor at times helps to assess the need of training.
•A close investigation of operating problems like down time, late deliveries, quality control, waste, repairs etc. will also reveal if training is at all required. Individual Analysis •Evaluating individual performance will help to identify the shortcomings and also leave one with a better understanding of the individual areas of improvement.
•Reviewing performance problems will also help to assess the need of an employee training. Analyzing factors like tardiness or absenteeism, poor productivity, down time, grievances, repairs, customer complaints etc., will put one in a better position to assess any training need.
•Close inspection of behavior and behavioral changes will put one in a better position to appraise the need for training.
•A close review of work samples will allow one to gauge the standard of productivity as well as assess the quality of the work generated.
•A one-to-one interaction with employee, manager and supervisor will help one to understand the strengths and shortcomings.
•Attempting written interviews including detailed questionnaires on job-related skills will help one appraise one’s needs and weakness.
•Attitude surveys meant to assess employee motivation, morale and satisfaction will also help to analyze the performance of individual employees.
|
