We all remember the iconic image of 11 workers sitting on a beam, 69 floors high on an under-construction Empire State Building in 1931. We remember that image for many different reasons, mostly positive, but from a safety perspective, we remember it for one thing and one thing only: how unsafe the work practices used to be. Not just that, but safety wizards have been using that image as an example of what ‘NOT TO DO’ at work in their safety seminars and training sessions.
We have to agree that we used to live in a dangerous and risk-prone era, where the word safety was often replaced by ‘Ahh… you can do it, you will be just fine!’ The truth is, we have come a long way, and if we were to repeat the history of that iconic image, we would only allow those workmen to be up there if they all had double fall protection at the very least.
Training: A Key Link in the Chain
How did we cover such a gap in behavior and culture? How did we succeed in embedding that in employees' minds? I think training is a link in that chain and an important one. For years, training has been a key tool utilized by employers to revolutionize the work culture. The time has finally come where the script has already been written, but the need is to cross the ‘t’s’ and dot the ‘i’s’. Providing training is no longer a challenge for the employer, but conducting effective and successful training is, and the mantra to it is Training Need Identification (TNI).
Understanding Training Need Identification (TNI)
TNI is a systematic approach for determining what training is required to fulfill the gap between what you know and what you need to know. Most employers conduct training programs with the expectation of their effectiveness from the trainer, but the reality is that the success of a training program begins with the employer assessing the Training Needs Identification prior to the training and communicating it with the trainer to achieve efficiency.
Steps to Conduct Employer Training Needs Identification
Employer Training Needs Identification can be conducted in 6 steps which include:
1. **Organization Need Gap Analysis** – Where does the organization stand, and what goals/targets are they expecting to achieve from this training program specifically?
2. **Competency/Skill Analysis** - Assess the skill and competency level of employees and select accordingly.
3. **Performance Gap** – Identify any lack of performance among employees and the root cause of it. Based on performance evaluation, categorize who requires refresher training and who will require full exposure.
4. **Training Methods** - Identify what training methods would be efficient for the selected group based on the skill analysis, e.g., focus should be on theoretical knowledge, hands-on practical demonstration, visual effects/animation, or group behavior activities, etc.
5. **Cost-Benefit Analysis** – Evaluate the expense of the training and compare it with the return a company can get from the program. For example, an in-house forklift training program can reduce the number of incidents along with direct and indirect costs.
6. **Training Evaluation** - What monitoring tools are available to measure the effective performance of the training as a part of continuous improvement?
In conclusion, by performing Training Needs Identification prior to every training, the employer can not only increase the effectiveness of the program but can also transform the behavior of employees. Isn’t that what we are aiming for, i.e., a change in employees' behavior…what do you think?
From India, Jalalpur
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We have to agree that we used to live in a dangerous and risk-prone era, where the word safety was often replaced by ‘Ahh… you can do it, you will be just fine!’ The truth is, we have come a long way, and if we were to repeat the history of that iconic image, we would only allow those workmen to be up there if they all had double fall protection at the very least.
Training: A Key Link in the Chain
How did we cover such a gap in behavior and culture? How did we succeed in embedding that in employees' minds? I think training is a link in that chain and an important one. For years, training has been a key tool utilized by employers to revolutionize the work culture. The time has finally come where the script has already been written, but the need is to cross the ‘t’s’ and dot the ‘i’s’. Providing training is no longer a challenge for the employer, but conducting effective and successful training is, and the mantra to it is Training Need Identification (TNI).
Understanding Training Need Identification (TNI)
TNI is a systematic approach for determining what training is required to fulfill the gap between what you know and what you need to know. Most employers conduct training programs with the expectation of their effectiveness from the trainer, but the reality is that the success of a training program begins with the employer assessing the Training Needs Identification prior to the training and communicating it with the trainer to achieve efficiency.
Steps to Conduct Employer Training Needs Identification
Employer Training Needs Identification can be conducted in 6 steps which include:
1. **Organization Need Gap Analysis** – Where does the organization stand, and what goals/targets are they expecting to achieve from this training program specifically?
2. **Competency/Skill Analysis** - Assess the skill and competency level of employees and select accordingly.
3. **Performance Gap** – Identify any lack of performance among employees and the root cause of it. Based on performance evaluation, categorize who requires refresher training and who will require full exposure.
4. **Training Methods** - Identify what training methods would be efficient for the selected group based on the skill analysis, e.g., focus should be on theoretical knowledge, hands-on practical demonstration, visual effects/animation, or group behavior activities, etc.
5. **Cost-Benefit Analysis** – Evaluate the expense of the training and compare it with the return a company can get from the program. For example, an in-house forklift training program can reduce the number of incidents along with direct and indirect costs.
6. **Training Evaluation** - What monitoring tools are available to measure the effective performance of the training as a part of continuous improvement?
In conclusion, by performing Training Needs Identification prior to every training, the employer can not only increase the effectiveness of the program but can also transform the behavior of employees. Isn’t that what we are aiming for, i.e., a change in employees' behavior…what do you think?
From India, Jalalpur
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Thank you for your constructive criticism on the garbled text. It is true that I have copied it from somewhere, and that is from my own Word document. (I wish I had the leverage to post it the way I organized it in that document along with an animated image also developed by me). I understand that it is my responsibility to proofread it before I post it for the audience. But as I am not a blog writer and this being my first attempt, I had a glitch, and I take full responsibility for it.
Now, as per your question regarding the implementation of TNI, I would like to say that it is a very valid point. It may seem a little far-fetched from a practical perspective, but I would also like to say that I have been in the industry for the last 10 years as a safety personnel and managed to get exposed to various sectors in that time period. One thing I would say about safety people is that they either do not make an attempt to share such knowledge at all, or if they do, it is based on experience earned from implementation. I belong to the second category and wanted to see how many people out there are aware of it.
I visit various industries and do teach them about this useful tool as a part of Plan-Do-Check-Act. I don't think I have to specify which stage TNI falls under?
I sincerely appreciate your concerns and welcome them for future endeavors.
Regards,
From India, Jalalpur
Acknowledge(0)Amend(0)
Now, as per your question regarding the implementation of TNI, I would like to say that it is a very valid point. It may seem a little far-fetched from a practical perspective, but I would also like to say that I have been in the industry for the last 10 years as a safety personnel and managed to get exposed to various sectors in that time period. One thing I would say about safety people is that they either do not make an attempt to share such knowledge at all, or if they do, it is based on experience earned from implementation. I belong to the second category and wanted to see how many people out there are aware of it.
I visit various industries and do teach them about this useful tool as a part of Plan-Do-Check-Act. I don't think I have to specify which stage TNI falls under?
I sincerely appreciate your concerns and welcome them for future endeavors.
Regards,
From India, Jalalpur
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Copy of TRAINING NEED IDENTIFICATION FORMAT.doc
Training on effective Performance Management.pdf