In today’s workplace, competency has become the buzzword, and every organization is hunting for a competent workforce that will drive it towards a progressive future. But the crux of the matter lies in the fact that with the passage of time, 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 useful at this crucial juncture to help organizations recuperate is providing adequate training to hone new skills that have become indispensible to enhance performance. And, here Training Needs Analysis can help perform an in-depth analysis to identify specific training gaps.
So, let’s enumerate the benefits obtained through this Training Needs Analysis.
- First, it’s through analysis that we are able to answer these questions:
- Is training is needed?
- If yes, where it is to be implemented?
- Which sort of training is required?
- For the organization, it is one of those strategic initiatives taken to delve deeper into the ways to enrich the competencies, capabilities, and potential of the workforce. With the successful deployment of Training Needs Analysis, the organization will be 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 build credibility amongst its stakeholders.
- It also takes note of the efficiency guidelines – labor cost, waste minimization, distribution time, and production rates. It’s through an in-depth analysis that all the parameters are recorded – the data so obtained reveals the areas that require training.
- Also, the training needs analysis will answer questions such as how relevant training is for employees. If trained, will they make a difference by improving their job performance? Will this improved job performance have anything to do with the organization’s goals? Such a volley of questions is answered through a proper analysis at the 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, skills, or attitude?) Through this understanding, it empowers employees acquire new skills at a faster pace, and thus enjoy their work.
As a whole, we can rightly presume, with a proper analysis and implementation, (which go hand-in-hand) we can make every employee happy and highly productive. Training need analysis scrutinizes the gap in performance from theory to its current state.
This gap may occur at the organizational level or at the individual level. From this gap analysis, we can assume the resources required and plan the budget accordingly. It further ensures strategic planning or a SWOT analysis of the organization. These strengths can be further bolstered with requisite training, and any weakness may be assessed as an area one needs to ponder over, while opportunities figure out areas that one needs to harness and threats need to be diminished.