Making the Distinction Between Training Needs and Wants

A distinction between what is needed to meet a specified successful outcome from the organization’s point of view and what an employee wants in the training needs analysis process needs to be made. Managing any conflict of interest is key to ensuring that the employee is motivated and that the business needs of the organization are being met.

Prioritizing Training Needs

Prioritizing training needs is necessary so that they are aligned with organization’s goals:  

• Levels of training may exist that are required to comply with mandatory legislation, such as health and safety training. In these cases, it is important to prioritize these training requirements over and above other training needs.
• Managing employee expectations of training must also be considered in prioritizing the sequence of training. There could exist some training and development initiatives, which, although given a low priority from the organizational viewpoint, might raise motivational levels among employees.
• Training needs must always be managed within the constraints of organizational budgets. A cost/benefit analysis is a good way of measuring the return on investment of any training before it is implemented.

By Shirley J. Caruso, M.A., Human Resource Development