Hi!
When you talk about "training needs," you are basically referring to certain "requirements" that employees need to undergo in order for them to become more productive or "usable" in an organization. For example, training on specific computer applications (MS Excel) to perform their job more efficiently. Additionally, it can involve courses, whether formal or informal, that provide additional knowledge, skills, and behavioral competencies that employees must possess to advance within the organization as part of their career development.
The critical question is: how do you determine the appropriate needs of employees?
Traditional approaches mention Training Need Analysis (TNA), where questionnaires are distributed to employees for them to fill out. However, the issue with this approach is that responses often reflect the personal needs of employees concerning their own advancement within or outside the organization.
Business organizations aim to allocate a budget for training to enhance employees' productivity and effectiveness at work. No company wants to invest in an employee pursuing an MBA to then leave for another company offering better compensation and benefits.
So, what should HR managers do?
The solution lies in conducting "GAP ANALYSIS" instead of a training needs analysis.
Gap Analysis involves assessing an employee's current knowledge, skills, and attitudes (KSA) against the required KSA for their current job responsibilities. The identified missing or inadequate KSAs represent the employee's training needs, regardless of what they express.
HR Managers and practitioners must possess the necessary skills and expertise to conduct gap analysis effectively.
If you require assistance with this, my company can help you!
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel:
Email: <emillaconsulting@hotmail.com>