A Training need assessment identifies individual’s current level of competency, skill or knowledge one or more areas and compares that competency level to the required competency standard established for their position or the other positions within the organization. The difference between the current and required competencies can help determine training needs.
So now the question is, what does an organization do to assess the training needs and further it’s execution. First, the competency gap is determined. An organization lists down its goals, required employee competencies or manpower, available employees or manpower and the best way to minimize the gaps. A competency-based training and assessment-based training is designed and relevant material is prepared, which focuses on mastering the competencies required to perform a particular job. A structured training programme is conducted that allows individuals to acquire skills and knowledge. In the final step, the effectiveness of training is evaluated.
This brings us to the next part, the steps involved in Training Need Analysis. Following steps are taken into consideration:
Step:1- Defining desired outcomes- Short- and Long-Term Business Goals.
Step: 2- Identify problems or specific points of pain and failure- Identify the Desired Performance Outcomes.
Step: 3- Gap analysis and assess training options- match training topics to the identified skill gaps. Examine the Current Performance Outcomes and identify Gaps.
Step: 4- Select training methods, set training timelines and priorities.
Step:5- Report Training Need and Recommend Training Plans and budgets, starting with the most critical priorities from the training option list.
Training Need analysis Techniques
Direct observation: Employees are observed at work. The observation can be either structured or unstructured.
Consultation with persons in key positions: Team leads and managers/supervisors observe employees to identify common areas of difficulty to focus training on areas that will have the greatest impact.
Questionnaires: Web based or printed questionnaires distributed to employees for completion.
Interviews: Conducted by a trained interviewer who follows an interview or set of questions to be asked during the interview.
ADDIE Model
ADDIE is an acronym for the five stages of a development proves: ANALYSIS, DESIGN, DEVELOPMENT, IMPLEMENTATION and EVALUATION. This model relies on each stage being done in given order but with a focus.
ANALYSIS PHASE: In this phase analysis of the current training is done and knowledge gaps of trainees and past training is determined.
DESIGN PHASE: In this phase learning objectives are defined and content outlines are created.
DEVELOPMENT PHASE: The content development takes place and a pilot test is conducted.
IMPLEMENTATION PHASE: Training facilitators cover the course curriculum and check the learning outcomes.
EVALUATION PHASE: In this final stage, the impact of training is evaluated. Kirkpatrick training model is implemented in this phase, which measures the final impact of the training on the business.
Thus, when implemented and executed effectively, Training Need Assessment can play a crucial role in meeting upgrading the skills of the employees and meeting organizational goals.
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