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Training Needs Analysis (Part 2) (Importance (Identify the gap between…
Training Needs Analysis (Part 2)
How to Conduct a Training Needs Analysis
Step 1: Identify Training Needs
Conducting this analysis allows an organization to focus its efforts on:
:
Areas of training that are
necessary
for employees to successfully carry out the organisation's goals.
Make
optimum
use of the company’s training dollars.
Motivate
employees by contributing to their career development.
Step 2: Perform a Gap Analysis
Assessing the current state of a department or employee’s performance or skills and
comparing
this to the desired level.
Step 3: Assess Training Options
The gap analysis generates a list of training options/needs which can be assessed based on the goals and
priorities
of the organization, both currently and in the future.
Criterias to be included are:
Cost, Return to Investment, Time and Solution to a Problem.
Step 4: Report Training Needs and Recommend Training Plans
Report
the findings from the training needs assessment, and make recommendations for short- and long-term training plans and budgets.
Start with the No. 1 priorities from the training option list.
Challenges
Time-Consuming
Highly Expensive
Neglect Good Performances
Lack of Objectivity
Importance
Identify the gap between current and required levels of knowledge, skills and aptitude to improve current and future work performance.
Identify what the general content of training should be.
Form the foundation of a training plan.
Provide a baseline for the evaluation of a training plan.
Ensure that appropriate and relevant training is delivered.
Maximise use of scarce resources.
Align organizational goals in order to reach those goals effectively.
Objectives
Employability
Equity
Adaptability