Developing an employee training program is a big endeavor for an organization. however, most organizations fail as they tend to skip a step in identifying the training needs of employees. The breakdown should look at the facts, skills, and abilities of workforces. It helps identify the type of training to offer to the employees to move the organization towards its objectives. The following are steps that may help in identifying the training needs for employees.
Set clear expectations
Setting clear expectations for every role of the organization is the first step in identifying training needs. To be able to effectively monitor performance, you need something to measure against. Evaluate job descriptions as new positions arise, or when making significant changes to prevailing roles.
Set up a focus group
A focus group looks at a cross-section of employees within the organization under the guidance of an expert enabler. This is a convenient way of getting employees’ views and opinions about existing training and how to improve.
An organization should embrace measuring and monitoring performance as a way of supporting employees. It is as well a valuable device in identifying development opportunities.
Gathering responses from the personnel is a great place to start. Focused employee assessment inspires honest and open feedback. This will create a helpful discussion about career expansion and enable you to identify specific training necessities.
Analyzing the organization’s strategies, goals, and tasks being performed to achieve the goals, helps identify training needs that are specific to each team and job.
Personal development strategies
Tolerating employees to work on personal growth can have a deep effect on their inspiration and how much they feel invested in the organization.
Mentoring and coaching system
Closely line up employees with a mentor who will help to develop skills. In the process, the mentor will identify any additional training and development needs. Such plans are crucial in helping employees succeed in their careers.
Laird, D., Holton, E. F., & Naquin, S. S. (2003). Approaches to training and development: revised and updated. Basic Books.
Moore, M. L., & Dutton, P. (1978). Training needs analysis: Review and critique. Academy of Management Review, 3(3), 532-545.