Training needs can be identified by the following means:
1. Organizational goals and objectives (requirements that may be necessary to meet the organizational goals).
2. Business prospects of the organization (in case the organization is planning to venture into or start newer projects that require members to learn and acquire additional skills).
3. Performance appraisals: A well-structured performance appraisal can identify the training requirements for an employee. If an employee is not up to the mark, that may be a result of lacking certain skills. Additionally, if performance is good and up to the mark, it is all the more important to have such employees prepared for higher roles and additional responsibilities.
4. Project requirements/work profile requirements: Each project/work profile has its own set of requirements and expectations from members who will be working on the project. A well-defined work requirement can highlight the training needs for team members working on the project.
5. Interview gap: Not all candidates interviewed may fit the "dream candidate" profile. There are bound to be certain gaps. If noted during the interview, this can add to training needs.
6. Skill gap: There are chances that you have employees with the requisite skills; however, the requirement for these skills could be at a higher proficiency level. Such differences in proficiency level can be addressed by imparting training.
7. HR observation: All people managers, line managers, and HR professionals frequently interact with employees and observe their behaviors and attitudes at work. At times, there may be a need felt to train members on some behavioral and interpersonal skills. Such observations can be organization-wide and contribute to training needs.
8. Member request: Each employee, during communication with their managers/HR in performance appraisals or general discussions, may point out that they require some training to be more effective and efficient in their work. Such details can contribute to the identification of training needs.
All data collated in this manner, discussions with the managers, and inputs from senior management can contribute to identifying training needs.
Once this is done, you need to categorize similar training needs under appropriate heads and plan the training methodology.
Cheers!
Kamaljit Kaur