Competency has become a buzzword in today’s organizations. Every organization is hunting for a competent workforce that will drive it towards a better future, and so that it can attain better strategic goals. But the crux of the matter lies in the fact that, with the passage of time, this workforce competency deteriorates and their skills become obsolete with the advent of technology. So, what’s the solution to this malaise in organizations?
In my opinion, the only panacea that can be added at this crucial juncture to recuperate organizations from this problem is to provide adequate training to hone new skills that have become indispensible for enhancing the performance of organizations. And, Training Need Analysis can help perform depth analysis to identify the specific training gap.
So, let’s enumerate the benefits obtained from this Training Need Analysis.
- Firstly, it’s through analysis that we are able to answer these following questions:
- Whether training is needed?
- If yes, where it is to be implemented?
- Which sort of training is required?
- For the organization’s sake, it is one of those strategic initiatives taken to delve deeper into the ways to enrich the competency, capability and the potential of the organization. With the successful deployment of Training Need Analysis, the organization is in a position to evaluate better outcomes with an optimum utilization of its resources. Thus, it streamlines the organizational objectives and goals. It also helps in building credibility amongst its stakeholders.
- It also takes note of the efficiency guidelines – labor cost, waste minimization, distribution time and production rates. It’s through in-depth analysis that all the parameters are recorded – the data so obtained reveals the areas of requirement of training.
- Also, this analysis will give answers to questions like how relevant training is for employees. If trained, will they create any difference by improving their job performance? Will this improved job performance have anything to do with an organization’s goals? Such a volley of questions is answered through proper analysis at employees’ level. It also gauges the standard that needs to be followed by employees so as to maintain their competency level.
- It also makes a detailed foray into the areas in which employees lag behind. (Is it in terms of Knowledge, Skill or Attitude?) Through this understanding, it empowers employees to acquire new skills at a faster pace, thus enjoying their work.
As a whole, we can rightly presume, with proper analysis and implementation, (which go hand-in-hand) that we can make every employee happy and highly productive. Training Need Analysis rightly connotes scrutinizing the gap in performance from the theoretical to its current performance. This gap may occur at the organizational level or at the individual level. From this gap analysis, we can assume the resources required and likewise plan the budget accordingly. It further ensures strategic planning or a SWOT analysis of an organization. This strength can be further bolstered with requisite training, and any weakness may be assessed as an area that one needs to ponder over, while opportunities figure out areas that one needs to harness while threats need to be diminished.
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