Insight on Training needs identification in an organization. What are the ways by which training needs are identified?

2. Set measurable performance standards: for example, measures of
production efficiency or marketing success.
3. Monitor performance to identify problem areas.
4. Get feedback from customers, suppliers and other key business partners;
consider using interviews or surveys in areas such as customer satisfaction.
5. Ask employees to raise concerns and make suggestions; include
discussion of training needs in employee performance management.
6. Identify any dependencies: for example, where only one employee has
crucial skills or knowledge.
7. Review any legal requirements such as health and safety training.
8. Review any changes you plan or expect (eg new products, procedures
or technologies); identify potential weaknesses and problems.
9. Consider how employees’ roles may change: for example, your plans to
promote individuals and to develop new employees.
10. Prioritise weaknesses, problems and potential problems.
11. Consider how improving systems or equipment could contribute to
resolving problems.
12. Consider whether poor performance reflects bad management: for
example, a failure to agree clear objectives and motivate employees.
13. Consider whether you have unrealistic expectations given the calibre or
number of employees, and if you need to recruit new talent or reassign
roles.
14. Consider whether training will be an effective solution; assess employees’
willingness to learn, and preferred learning style.
15. Identify training options; set clear objectives for training activities.
16. Implement a pilot training scheme and review the outcome before rolling
the programme out.
17. Regularly review the

and to assess the effectiveness of your training-needs analysis.

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