Training means the planned and organized activity to impart skills, techniques and knowledge to employees by their employers to assist them in performing outstandingly in their employment. Training also contribute to improve the Performance, Profitability, Productivity & Economic Performance of employee and organization as a whole
Well trained, knowledgeable employees are valuable resources for any business. When recruiting new employees, part of the recruitment process should be matching the prospective employee’s skills and experience to the job description and job specification. Training and development is not just increased knowledge. It offers the advantage of networking and drawing best from others experiences. Therefore, the businesses should pay utmost importance to how the training activity is carried out, right from the NEED IDENTIFICATION ( at functional, organizational and individual levels ) along with a proper establish system of evaluation that evaluates the effectiveness of training needs analysis at the immediate level, job level and outcome level.
The key idea of training need typically refers to a discrepancy or gap between organization expects to happen and what actually occurs.
Exhibit 1 : Performance Gap
Current level of performance Desired level of performance
The need analysis helps to determine which needs analysis is appropriate for your situation are described below:
a) Context analysis
An analysis of the business training needs or other reasons the training is desired. This type of training is generally more connected with organization background, history, why the training programme is seen as the recommended solution and other management interventions.
b) Cost benefit (Return on investment)
The cost benefit can be calculated through the analysis of the return on investment (ROI) of training
c) Training Suitability Analysis
Analysis of whether training is the desired solution. Because training is one of the several solutions of employment problems and training may or may not provide all solutions in one goal. Hence, it is essential to identify and analysis through proper process and tools as to derive the suitability and objectivity of conducting trainings
d) Work Analysis
Analysis of the tasks should be done through performance or outcome an employee. This is an analysis of the job and the requirements for performing the work. This helps ensure that the training, which is developed, will include relevant links to the content of the job.
e) User Analysis
Analysis dealing with potential participants and instructors involved in the process. The questions being answered by these analyses are who will active during the training and their levels of existing knowledge on the subject matter, what are their learning style is and who will contact the training.
Needs gap exist at any of the three levels, considering the organization?
Exhibit 2 : Model of Need Analysis
Note : To ensure the effective HRD efforts, needs must be analysed at all three levels
In today’s economy, where the market is evolving with a very rapid pace, and technology plays an important role to widen the circumference of organization arena, the training and development is becoming an important tool for ensuring success. If your business does not support learning, then you’re going to fall behind. And a business learns as, its people learn. Your employees are the once that procures, refine, protect, deliver and manage your product and services every day, year in, year out.
Hence, it is essential to identify their training needs at individual and organizational level in order to upgrade their skills, knowledge and attitude as per changing environment.