Get latest updates on HR & Payroll trends
Training And Educational Needs Of Employees!!!
Employee training programs or initiatives are an integral part of HR and long-term strategic objectives of an organization. Through innovative training programs, employees develop new capabilities and set skills to perform consistently. Many corporations with well-defined work cultures and best practices believe in fostering employee spirit and motivation through regular training programs.
The rapid evolution of technologies and IT-based productivity tools calls for periodic employee training. Employees are trained and coached to learn and implement new tools and technologies in the workplace. Changing industry environment and competitive pressures from companies in the same business keep an organization on its toes all the time. Therefore, skills-based training helps in keeping an organization sharp-edged and competitively attuned to the rigors of doing business. Organizations also experience long-term productivity gains, sustained performance and overall profitability with well-developed and successfully implemented employee training programs.
What is Training Needs analysis?
A training needs analysis is a method of determining if a training need exists and if it does, what training is required to fill the gap between the standard and the actual performance of the employee. Therefore, training needs analysis is- Systematic method of determining performance discrepancies
Causes of performance discrepancies
However, conducting employee training can be a daunting task if you have a staff with a diverse set of skills and knowledge. It’s a waste of company time and money to provide training in areas where employees are already performing to standard. Therefore, it’s best to first identify the specific employee training needs.
Ways to Identify Employee Training Needs
Conducting a job task analysis of the employee is a good option. In order to provide effective training, it’s necessary to know exactly what the expectations are for the job. You can gather some of this information by observation and by asking employees to provide you with either verbal or written descriptions of what their jobs entail.
Comparing employee performance to the job expectations and identifying the areas in which there are discrepancies should be done. Identify whether the discrepancy is due to work process issues, such as not knowing how to complete a specific task, or personnel issues, such as not wanting to complete a specific task. Work process issues can be addressed with employee training, while personnel issues are better addressed by an employee review process.
Scheduling a meeting with all of the employees involved, asking them to bring with them lists of what they consider to be the areas in which they feel more training is needed. Share the lists as well as your own observations.
Categorize the training issues. Club together related issues and plan the training schedule accordingly.
Prioritize training needs as a group, taking into account that those that have an immediate effect on business performance or employee safety are the most important. Discussing your business goals with your employees can also be helpful in this process. Knowing the desired outcome can assist employees in telling you what they need to know in order to help the company achieve its goals.