Any company delving into training and development of its workforce should first learn how to properly identify and assess training needs. This is rthe single most important thing that helps executives to address the gaps between the existing training and training which will be required in the future. Here is a brief overview of three different needs managers should look at and these methods for key training needs at any organisation.
Industry Related Needs: Those are quite simple, but if can still be challenging to narrow them down when formulating your training programme. There surely exists certain pieces of industry knowledge that employees should have. This need essentially derives from how the organisation fits into the industry.
Job Related Needs: Job related needs are those that relate directly to jobs which are part of the organisation. How to look for job-related needs? By researching whether there’s training available for certain jobs. If not, organisations might create a programme for a job. The purpose of job-related needs is to improve the final output of the job itself. It can be building an error-free part for a technological appliance or a completed call with a customer. The key is to identify which aspects of the job belong to executive positions and which ones are related to on-the-job training.
Task Related Needs: A task-related needs usually comes in the form of a requirement in a particular part or output within a job or job family. Just considering our own job – it’s a combination of different tasks and processes that create your job on a daily to yearly basis. This is something that all jobs share. Sometimes one or more aspects of a job aren’t working and affect the overall productivity of a worker.
All training activities must be related to the specific needs of the organisation and the individual employees. A training programme should be launched only after the training needs are assessed clearly and specifically. The effectiveness of a training programme can be judged only with the help with the training need identified in advance. In order to identify training needs, the gap between the existing and the required levels of knowledge, skills, performance and aptitudes should be specified. The problem areas that can be resolved through training should also be identified.
Training efforts must aim at meeting the requirements of the organisation (long-term) and the individual employees (short-term). This involves finding answers to questions such as: Whether training is needed? tc. Once we identify training gaps within the organisation, it becomes easy to design an appropriate training programme.
From India, Brahmapur
3Industry Related Needs: Those are quite simple, but if can still be challenging to narrow them down when formulating your training programme. There surely exists certain pieces of industry knowledge that employees should have. This need essentially derives from how the organisation fits into the industry.
Job Related Needs: Job related needs are those that relate directly to jobs which are part of the organisation. How to look for job-related needs? By researching whether there’s training available for certain jobs. If not, organisations might create a programme for a job. The purpose of job-related needs is to improve the final output of the job itself. It can be building an error-free part for a technological appliance or a completed call with a customer. The key is to identify which aspects of the job belong to executive positions and which ones are related to on-the-job training.
Task Related Needs: A task-related needs usually comes in the form of a requirement in a particular part or output within a job or job family. Just considering our own job – it’s a combination of different tasks and processes that create your job on a daily to yearly basis. This is something that all jobs share. Sometimes one or more aspects of a job aren’t working and affect the overall productivity of a worker.
All training activities must be related to the specific needs of the organisation and the individual employees. A training programme should be launched only after the training needs are assessed clearly and specifically. The effectiveness of a training programme can be judged only with the help with the training need identified in advance. In order to identify training needs, the gap between the existing and the required levels of knowledge, skills, performance and aptitudes should be specified. The problem areas that can be resolved through training should also be identified.
Training efforts must aim at meeting the requirements of the organisation (long-term) and the individual employees (short-term). This involves finding answers to questions such as: Whether training is needed? tc. Once we identify training gaps within the organisation, it becomes easy to design an appropriate training programme.
From India, Brahmapur
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