Home arrow Training + Development arrow Smart Ways to Conduct Training Need Analysis  
Smart Ways to Conduct Training Need Analysis
Human resource professionals consider Training Need Analysis as one of the most essential functions of Human Resource, as it has a great contribution to the evaluation of the strengths and weaknesses of an organization.

Yet, the procedure is approached in an ad hoc way, basically concentrating on the competencies and skills needed in performing effectively in a particular role, than seeing this in the wider perspective of high performance.

To be successful, Training Need Analysis must be able to address 3 important activity levels. Within the 3 areas are performance vital elements that can make or break any attempts to improve the capability of the business. Assessing these elements is a crucial requirement for training managers, OD and HR.

You can download excellent powerpoint slides on HR Management and Human Capital Strategy HERE.

Having a Clear Focus
A successful Training Need Analysis entails a 3-step process including assessment at the Person, Task and Organizational level.

Personal Analysis
Person Analysis is enhanced when a performance review and discussion is regularly carried out, with a focus on the service’s or product’s quality that is delivered to customers.

This type of analysis can be associated to key performance indicators or KPI. In several managerial and professional roles, it is also crucial to consider the role relationships impacting on performance, and assess the approach that is required in achieving successful outcomes.

In order to successfully enhance the role relationships’ quality, organizations are increasing their utilization of 360˚ performance assessment to improve individual capacity, but also to build a more supportive and open culture.

Task Analysis
This type of analysis basically entails reviewing task statements and making use of them to make uniform task clusters. These can be reviewed in terms of the abilities, skills, knowledge and other elements needed in performing effectively in the respective role.

Yet, it is helpful to go beyond this particular description of professional or technical competence to consist of the broader competencies contributing to a more efficient working performance.

Competencies are very essential, as they give descriptions to the behavior patterns that greatly contribute to great performance. To put it simply, they spell out the process on how the work is completed and what needs to be done.

Having full understanding of the competencies that contribute to superior performance gives crucial support to the aforementioned organizational analysis. Competencies spell out the kind of approach that the organization values and is searching to establish in the future.

However, in order to be useful, profiling of competency must be supported by insight into the personal strengths contributing to effectiveness in major areas. These strengths may relate to determination and drive, interpersonal effectiveness, or analysis.

You can download excellent powerpoint slides on HR Management and Human Capital Strategy HERE.

Organizational Analysis
Organizational Analysis is one of the most important processes in Training Need Analysis, as it needs a clear and full understanding of the future direction of the organization. You must know what the company seeks to achieve and the exact time-scale allotted to achieve it. This needs consideration of how training gives tributes to the strategy of Human Resource, which in turn should be aligned with the strategy of the business.

The priorities in training must also reflect the key facets and cultural values of the work condition. These priority areas may relate to diligence and safety in activities essential to the organization’s performance.

When taking action to changing technological advances, stakeholder expectations and demands, the organization should also take into consideration cultural standards that may hold back the acquisition of a new set of skills and more efficient ways to work. Underlying behaviors and traditional method of working may hold back efforts to transform development and training into operational reality.

Certainly, the training priority might entail transforming the views of managers, so that they will be more open to feedback and be more skilled in the course of continuous performance review and progress of people’s capability.

Maintainable High Performance
Organization Analysis must begin with evaluation if there is an environment encouraging high performance. This needs insight into the propellers underpinning employee commitment and motivation. A perfectly designed employee survey will allow objective comparisons to be created across sections and departments.

It will also help in clarifying how the business addresses the softer issues that influence productivity. Once this evaluation has been done, the concentration can move to particular responsibilities and roles.

Training Needs Analysis has been enhanced by admission to 360˚ feedback and employee surveys based on research. In this modern time, profiling is already supported by online systems, so everything is done in just a few clicks.

When evaluating the effectiveness of leadership, professionals can also access to the latest research which indicates that the level of motivation of employees and discretionary efforts are propelled by recognition with a sense of professionalism, autonomy, role and meaningful work.

These are just some of the things you need to know about Training Needs Analysis. If you want to ascertain the success of your company, apply the tips mentioned in this article.

You can download excellent powerpoint slides on HR Management and Human Capital Strategy HERE.