Kindly let me know as to what is the best method of identifying training needs of employees.I am with a highly technically inclined aeronautical industry.
From India, Gurgaon
Acknowledge(0)
Amend(0)
From India, Gurgaon
Acknowledge(0)Amend(0)
Hi, I am about to do training needs identification in my company, and I will be following these steps:
1. Forming a training committee - including HODs and supervisors.
2. Need analysis from individual departments - both worker and staff level.
3. Listing topics most in demand.
4. Then making course content.
5. Make a training calendar.
6. Choose faculties.
7. Get nominations.
8. Then make arrangements for the actual training.
9. Get feedback on the training.
This is all I know. If you have a better answer, please forward it to me.
Thanks,
Monal
From India, Vadodara
Acknowledge(0)Amend(0)
1. Forming a training committee - including HODs and supervisors.
2. Need analysis from individual departments - both worker and staff level.
3. Listing topics most in demand.
4. Then making course content.
5. Make a training calendar.
6. Choose faculties.
7. Get nominations.
8. Then make arrangements for the actual training.
9. Get feedback on the training.
This is all I know. If you have a better answer, please forward it to me.
Thanks,
Monal
From India, Vadodara
Acknowledge(0)Amend(0)
Dear,
Training efforts must be aimed at achieving both organizational and employee needs. Questions to ponder about are:
1. Is training required or not?
2. Which training is needed?
3. Where is training needed?
After training gaps are identified, design an appropriate training program. Training needs can be identified based on the following analysis types:
1. Organizational Analysis
2. Task/Role Analysis
3. Person Analysis
To be effective, monitoring and coordinating all three analyses is very important.
Regards.
From India, Bangalore
Acknowledge(0)Amend(0)
3Training efforts must be aimed at achieving both organizational and employee needs. Questions to ponder about are:
1. Is training required or not?
2. Which training is needed?
3. Where is training needed?
After training gaps are identified, design an appropriate training program. Training needs can be identified based on the following analysis types:
1. Organizational Analysis
2. Task/Role Analysis
3. Person Analysis
To be effective, monitoring and coordinating all three analyses is very important.
Regards.
From India, Bangalore
Acknowledge(0)Amend(0)
Training Need = Difference between the desired & available competency levels. To find what training need should be addressed, you have to be abreast of what skill or knowledge is crucial to deliver for an individual. Each job profile has its unique set of desired KRAs & consequent Training Needs. To discover the areas to work on:
1) Carry out a survey across supervisory, workmen, senior vertical heads, etc.
2) Study present performance appraisals.
3) Classify the abilities required - Technical/Conceptual/Soft Skills, etc. - and rank them as per importance.
4) Look for information in available sources. However, the best is from present employees & from performance appraisals.
You can create a core team including people from HR, Training, Operations, etc.
Regards,
Vikas
Practeam Solutions
From India, New Delhi
Acknowledge(0)Amend(0)
1) Carry out a survey across supervisory, workmen, senior vertical heads, etc.
2) Study present performance appraisals.
3) Classify the abilities required - Technical/Conceptual/Soft Skills, etc. - and rank them as per importance.
4) Look for information in available sources. However, the best is from present employees & from performance appraisals.
You can create a core team including people from HR, Training, Operations, etc.
Regards,
Vikas
Practeam Solutions
From India, New Delhi
Acknowledge(0)Amend(0)
As HRD Section head for a new hospital (290 beds), I am required to propose a framework on developing the Annual Training Plan through TNI & TNA process. One of the elements of the framework is staff will be provided with a Training Needs Form for their completion. I am looking for a sample of the form for individual staff.
The individual needs will be collated into the departmental, divisional, and company needs, respectively.
Thank you & regards,
- Alwiyah -
From Malaysia, Kuala Lumpur
Acknowledge(0)Amend(0)
The individual needs will be collated into the departmental, divisional, and company needs, respectively.
Thank you & regards,
- Alwiyah -
From Malaysia, Kuala Lumpur
Acknowledge(0)Amend(0)
Hi,
What comes first to my mind is:
1) Study the performance appraisals and identify the deficiencies of target achievement.
2) Study the areas for improvements mentioned by the immediate supervisor.
3) In case the standards are set for departmental/individual performance, study the reasons for gaps, like deviation in processes being followed, deficiencies in technical know-how, skills, etc.
4) Ask for reasons from supervisors.
You will have formats, but the best way is either you yourself or a consultant can identify the weak links in the chain.
Regards,
Vikas
Practeam Solutions
From India, New Delhi
Acknowledge(0)Amend(0)
What comes first to my mind is:
1) Study the performance appraisals and identify the deficiencies of target achievement.
2) Study the areas for improvements mentioned by the immediate supervisor.
3) In case the standards are set for departmental/individual performance, study the reasons for gaps, like deviation in processes being followed, deficiencies in technical know-how, skills, etc.
4) Ask for reasons from supervisors.
You will have formats, but the best way is either you yourself or a consultant can identify the weak links in the chain.
Regards,
Vikas
Practeam Solutions
From India, New Delhi
Acknowledge(0)Amend(0)
Hi,
What comes first to my mind is:
1) Study the performance appraisals and identify the deficiencies in target achievement.
2) Study the areas for improvement mentioned by the immediate supervisor.
3) In case the standards are set for departmental/individual performance, study the reasons for gaps, such as deviation in processes being followed, deficiencies in technical know-how, skills, etc.
4) Ask for reasons from supervisors.
You will need formats, but the best way is either you yourself or a consultant can identify the weak links in the chain.
Regards,
Vikas
Practeam Solutions - Training & Recruitment
From India, New Delhi
Acknowledge(0)Amend(0)
What comes first to my mind is:
1) Study the performance appraisals and identify the deficiencies in target achievement.
2) Study the areas for improvement mentioned by the immediate supervisor.
3) In case the standards are set for departmental/individual performance, study the reasons for gaps, such as deviation in processes being followed, deficiencies in technical know-how, skills, etc.
4) Ask for reasons from supervisors.
You will need formats, but the best way is either you yourself or a consultant can identify the weak links in the chain.
Regards,
Vikas
Practeam Solutions - Training & Recruitment
From India, New Delhi
Acknowledge(0)Amend(0)
Hi Vikas,
I am familiar with the process of gathering data and sources of information for the data. What would help me is samples of the forms that reflect the format, types of questions to ask. Being a new organization, employees bring in varying levels of experience in manual and online performance management processes, including individual development plans. Thus, my challenge would be to provide a form that helps them to identify the training they need or non-training solutions.
Thanks for your immediate response. I appreciate it.
From Malaysia, Kuala Lumpur
Acknowledge(0)Amend(0)
I am familiar with the process of gathering data and sources of information for the data. What would help me is samples of the forms that reflect the format, types of questions to ask. Being a new organization, employees bring in varying levels of experience in manual and online performance management processes, including individual development plans. Thus, my challenge would be to provide a form that helps them to identify the training they need or non-training solutions.
Thanks for your immediate response. I appreciate it.
From Malaysia, Kuala Lumpur
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Copy of TRAINING NEED IDENTIFICATION FORMAT.doc