Hi All,
I am associated with the HR department of a Service Firm and am role owner for Training And Development. We have Process Based & Behavioral training. I was to Initiate Training Need Identification Process for the entire organization.It would be great if I get inputs on the same (formats would be of great help).
Looking forward to hear from you
Thanks & Regards,
Falak Randerian
Sr. Executive – Human Resources
From India, Delhi
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I am associated with the HR department of a Service Firm and am role owner for Training And Development. We have Process Based & Behavioral training. I was to Initiate Training Need Identification Process for the entire organization.It would be great if I get inputs on the same (formats would be of great help).
Looking forward to hear from you
Thanks & Regards,
Falak Randerian
Sr. Executive – Human Resources
From India, Delhi
Acknowledge(0)Amend(0)
Hello,
Training Identification is a very lengthy process if you want to do it with the proper analytical ways. It also depends on the size of your organization. For behavioral trainings, it is done with aptitude testing and also with some other parameters which can derive a person's interpersonal skills.
You can hire any of the good consultants to do it. There are many of this kind found in the market these days, and all of them are good at their job in one way or another.
Secondly, you can create an initial form for the need identification and give it to the managers to observe their teams. This will be the easiest process to identify the needs at the base level.
Regards,
Anal Shah
From India, Ahmadabad
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9Training Identification is a very lengthy process if you want to do it with the proper analytical ways. It also depends on the size of your organization. For behavioral trainings, it is done with aptitude testing and also with some other parameters which can derive a person's interpersonal skills.
You can hire any of the good consultants to do it. There are many of this kind found in the market these days, and all of them are good at their job in one way or another.
Secondly, you can create an initial form for the need identification and give it to the managers to observe their teams. This will be the easiest process to identify the needs at the base level.
Regards,
Anal Shah
From India, Ahmadabad
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Dear Falak..
Find below the informations related with Training Need Analysis-
Training Needs Analysis and Skills Audit
? Who received training in your organisation last year?
? Does anyone need a refresher course?
? And what about your staff’s career aspirations – do you know their capabilities?
Let EOWA’s easy Seven Step plan help you devise a skills audit and determine your training needs!
Your organisation may be new to the Equal Opportunity for Women in the Workplace Act, 1999 (the Act) and just starting to develop a workplace program. Or there may be a workplace program in place but your organisation wants help to action any Training and Development issues. Perhaps your organisation has traditionally been a male or female dominated workplace and there is a need to identify the skills required for the job.
Wherever you’re at in your workplace program, EOWA’s easy Seven Step plan, in conjunction with our Training Needs Analysis and Skills Audit, can quickly identify any gaps in your employees’ skills level and help you adapt training programs to suit.
It’s as easy as … falling off a ladder!
Step 1 How should I consult?
EOWA suggests that employers consult with all staff on an annual basis to assess organisational training and development needs. Depending on your organisational needs, budget and time factors, the way you consult could be via a focus group, one-on-one meetings, or a questionnaire.
Focus groups and one-on-one meetings involve a carefully planned discussion with a small number of participants and are designed to obtain thoughts on specific issues, programs or products in a permissive and non-threatening environment. They provide qualitative data, giving insights into attitudes, perceptions and opinions of participants. Information is sought through open-ended questions and through observing respondents during the discussion. Click for more information on How to Run a Focus Group.
Questionnaires provide quantitative information and the first level of broad data. Issues can be followed up in detail through other mechanisms such as focus groups. To get started straight away, the EOWA Training Needs Analysis and Skills Audit is available as well as more general information on How to Conduct and Analyse a Survey.
Step 2 Analyse the survey results
After consulting with your employees, analyse the results of the questionnaire, focus group or one-on-one meetings to determine where the staff skill gaps lie. Compare skills already obtained with skills required to do the current job and those required for future development. You may find that an employee is better suited to a different role than that which they are currently employed to do.
Step 3 Create a training profile
Create a training profile by recording your analysis in an easily retrievable format such as a table. Depending on the size of your organisation, you may wish to record data on a sectional or divisional basis. Identify the types of courses or on-the-job experiences requested, the number and levels of people requiring training (for example, shop floor, managers), and the number of sessions needed. Distinctions made between full and part-time staff will allow session times to be scheduled in working hours.
Step 4 Devise a Training and Development plan
Once all requirements have been worked out, draw up a Training and Development plan to facilitate commitment to the process. The plan should list all of the courses scheduled, the types of employees identified as ideal participants, the dates, venue and session times.
Step 5 Publicise the Training and Development plan
Publicise the training and development plan to all staff, preferably providing individuals with personalised notice. This ensures that all employees are advised of the available learning opportunities and provides equal access to developmental opportunities.
Step 6 Implement the training
Subject to operational needs, make sure your organisation delivers the training sessions!
Step 7 Evaluate the training
Evaluate the effectiveness of the training at a specific later date to ensure management and employees are satisfied with the outcomes. Performance feedback sessions may also provide a good opportunity to assess whether all recommended training sessions were delivered.
Hope these informations would definitely help you to initiate the process..
Regards,
Amit Seth.
From India, Ahmadabad
Acknowledge(0)Amend(0)
Find below the informations related with Training Need Analysis-
Training Needs Analysis and Skills Audit
? Who received training in your organisation last year?
? Does anyone need a refresher course?
? And what about your staff’s career aspirations – do you know their capabilities?
Let EOWA’s easy Seven Step plan help you devise a skills audit and determine your training needs!
Your organisation may be new to the Equal Opportunity for Women in the Workplace Act, 1999 (the Act) and just starting to develop a workplace program. Or there may be a workplace program in place but your organisation wants help to action any Training and Development issues. Perhaps your organisation has traditionally been a male or female dominated workplace and there is a need to identify the skills required for the job.
Wherever you’re at in your workplace program, EOWA’s easy Seven Step plan, in conjunction with our Training Needs Analysis and Skills Audit, can quickly identify any gaps in your employees’ skills level and help you adapt training programs to suit.
It’s as easy as … falling off a ladder!
Step 1 How should I consult?
EOWA suggests that employers consult with all staff on an annual basis to assess organisational training and development needs. Depending on your organisational needs, budget and time factors, the way you consult could be via a focus group, one-on-one meetings, or a questionnaire.
Focus groups and one-on-one meetings involve a carefully planned discussion with a small number of participants and are designed to obtain thoughts on specific issues, programs or products in a permissive and non-threatening environment. They provide qualitative data, giving insights into attitudes, perceptions and opinions of participants. Information is sought through open-ended questions and through observing respondents during the discussion. Click for more information on How to Run a Focus Group.
Questionnaires provide quantitative information and the first level of broad data. Issues can be followed up in detail through other mechanisms such as focus groups. To get started straight away, the EOWA Training Needs Analysis and Skills Audit is available as well as more general information on How to Conduct and Analyse a Survey.
Step 2 Analyse the survey results
After consulting with your employees, analyse the results of the questionnaire, focus group or one-on-one meetings to determine where the staff skill gaps lie. Compare skills already obtained with skills required to do the current job and those required for future development. You may find that an employee is better suited to a different role than that which they are currently employed to do.
Step 3 Create a training profile
Create a training profile by recording your analysis in an easily retrievable format such as a table. Depending on the size of your organisation, you may wish to record data on a sectional or divisional basis. Identify the types of courses or on-the-job experiences requested, the number and levels of people requiring training (for example, shop floor, managers), and the number of sessions needed. Distinctions made between full and part-time staff will allow session times to be scheduled in working hours.
Step 4 Devise a Training and Development plan
Once all requirements have been worked out, draw up a Training and Development plan to facilitate commitment to the process. The plan should list all of the courses scheduled, the types of employees identified as ideal participants, the dates, venue and session times.
Step 5 Publicise the Training and Development plan
Publicise the training and development plan to all staff, preferably providing individuals with personalised notice. This ensures that all employees are advised of the available learning opportunities and provides equal access to developmental opportunities.
Step 6 Implement the training
Subject to operational needs, make sure your organisation delivers the training sessions!
Step 7 Evaluate the training
Evaluate the effectiveness of the training at a specific later date to ensure management and employees are satisfied with the outcomes. Performance feedback sessions may also provide a good opportunity to assess whether all recommended training sessions were delivered.
Hope these informations would definitely help you to initiate the process..
Regards,
Amit Seth.
From India, Ahmadabad
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Copy of TRAINING NEED IDENTIFICATION FORMAT.doc