Imagine a situation where the financial year is coming to a close, and the development is not on the expected lines. How are you going to figure out which set of employees might need training and what is the type of training they should be given. Would be flip a coin or throw dice.
This approach would have come to the back of your mind, but you are never going to do it. The reason being that training is not a chance event in any way and considers it as a business expense that has to pay off. It points to the fact that the training that you provide has to be strategic.
The first stage of training needs analysis is to figure out which of the employees need training. For example in an organization, the IT department may be falling way beyond standards and might need a course on the latest innovations. It could be that the IT intern is coming full time and needs to be part of a productive team.
What are the reasons why this is all-important? The reason being a tailoring course for every member in your team is needed for training effectiveness. The more relevant content is to an employee more possibility of them engaging. More you engage the better you will become in terms of training.
The staffs need to be engaged in a constant process of learning along with development. The engagement of employees is not something that you might think is part of your list. Organizations who listen to the employees and give them a patient hearing are likely to see their productivity levels shoot up 5 times. In fact, training needs assessment is one of the best ways to make them heard.
As part of the training needs assessment you can post questions in the form of surveys as this would aid to the process of decision making. For example, the employees might feel that they need more of digital training delivery and might be gifted with a powerful LMS in the next quarter, and then they become aware that the company is listening to their needs.
Apart from this the results of an assessment provide managers with vital insights on how they need to plan out their development paths and even succession for their teams. It is beneficial in the long run.
Even a change at an organizational level has to be made in a smooth way. There is a saying in life that is only constant in life that is change. This same logic applies to business even. If you are not looking for a change, how do you feel that the employees would become part of the change?
The answer to this question is training. But to figure out which form of training is effective in an employee you have to assess their needs in a given situation. For example in order to formulate a customer-centric mindset you to have to develop a customer-oriented training.
Why training in relation to assessment is important
Numerous reasons arise why organizations need to formulate a training program. They need to update their employees on the process developments, to roll out any new form of technology and even changes in by laws or regulations. Just as in the same manner as an operational process is bound to be successful if the employees adapt them, but at the same time, it has to address the actual needs of an organization. Often training is an afterthought after the project execution is complete, as it needs to be part of the original plan of action. The first step in a training assessment is assessing the needs.
Some companies are known to be skipping this step as they feeling training needs assessment is a waste of time along with resources. Let us now explore the reasons why training needs assessment is important prior to the implementation of a training program
The training goes on to address the issue as per the needs of the local business
The manager may be of the opinion that by training they have identified the right course of action. Once the trainer begins to ask questions in relation to training a different parameter may emerge. In order to ensure that the program meets the need of the business, the planning of training needs to change. By a training need assessment tools basic questions about who, why, how and when is answered.
Improving retention and learning
When you go on to formulate a complete training program you need to figure out who is going to receive the training. Then you may have to customize the training equipment as per the desired role and objective. More relevant the information, it is better in terms of learning skills in a group and even they become successful in training. It also depends upon the target audience; the trainer may go on to explore different methods so as to enhance the process of learning.
Better returns on the return of investment assured
Once the project leader goes on to identify a training need, the fascinator or trainer works on the program and delivers it on a session to session basis. The employees who participate in a program a lot of time are involved. Once you conduct training on assessment module it paves way for higher returns on investment.
Bottom line benefitted
The viable corporate programs would provide employees with the skills that are needed in order to improve job performance as this can pep up the productivity levels. This has a positive impact on the company as a whole.
Time and money saved
Some project managers are of the opinion that assessment are an unwanted wastage of time and resources the opposite is actually felt. It can lead to savings of time and money once you go on to formulate the right training program as the employees can gain the right set of skills in order to excel in a given job.