Becoming Who You Want To Be

An important element which is sometimes left out or not given enough weight is the systematic evaluation of the training needs of an individual employee. Effective training will eventually result in growth of the business and development of an individual.

Important factors that determine training needs are:

1. Know your present situation

2. Figure out the required job competencies

3. Involve employees

4. Get feedback, analyze and share actual data

5. Make a specific development plan for people

6. Execute your plans

For a successful business operation, effective training, or professional development, is an important element and training needs must be examined systematically while considering the required competencies for the jobs in the organization.

Systematic Approach

In a systematic process approach there are four types of analysis:

1. The competencies analysis answers the question, “What are the competencies that an individual must have to perform this job?”

2. Organization Analysis: We also get answer to the where we need to impart training in the organization.

3.The task analysis answers the question, “What must the employee learn in order to satisfy the required competencies?”

4. Finally a person specific study is done to see which individual requires the mentioned skill sets and which training needs to be undertaken by him.

Time and money both are involved in conducting such an analysis however, this is effective as it helps in reducing the overall cost of the entire development process.

The following step by step process helps the organizations in accessing their overall developmental needs and how it will impart recurring benefits to them in the long run.

The following are the 5 methods by which you can analyze the training needs:

1. Analyzing the competencies needed to perform a job or function

2. Researching the present training programs/process

3. Encouraging employees by sharing information and involving them at all levels in the study process

4. Analyzing the results

5. Preparing specific employee development plans.

Effectiveness of such kind of activity is only possible when inter departmental support is utilized. An outside consultant can be utilized for this task as the organization get an unbiased opinion and further the internal relationship barrier is also not prevalent to them.

In any case it is vital to minimize disruptions to the organization’s work and to avoid creating false expectations among employees. Be realistic in planning each phase and allow time to do a complete job. Carefully document the process as you move through each phase.

Examination of training needs must be done properly while evaluating the competencies for any job in the organization.

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