A training need exists when a certain weakness can be overcome by the application of systematic training. This is in fact implied in the meaning of the term ‘training need’ as it is intended in the theory and practice of training. The word need suggests some kind of deficit somewhere in an individual’s ability to perform.
Training, on the other hand, suggests that this deficit can be overcome by systematic training. The deficit is normally a gap between the desired level of performance and the actual level of performance. Although it might be difficult to measure the gap accurately, supervisors and line managers can point out training needs from their observation which facilitates evaluating the performance of each employee and comparing it to other employees’ performance.
Three Main Areas of Training Needs
Three main areas to which the term training need may be applied are at the organizational level, at the occupational level, or at the individual level.
At the organizational level the training needs are related to the mission of the organization, its strategic plans and any immediate change in strategies in order to meet changes in the market and any other major factors affecting the industry.
At the occupational level the training need is related to the skills, knowledge, and attitudes (KSA) required for the performance of any job. The need here is related to the occupation rather than an individual. When identified as a need for an occupation, it will generally affect a number of individuals performing the duties of that occupation.
When the training needs have been identified at the organization and occupational levels, the needs analysis should proceed to identifying those individuals who need training.
It is important for the identification of the training needs to be well planned in order that it facilitates the information for the organisation’s need of training to support its strategies and to solve its problems. It is important to note that not all problems of HRD are solved by training. When you wish to improve organizational performance or resolve a problem that has been observed or brought to the attention of members of an organization, a performance analysis is warranted. The initiative behind a performance analysis is to review the system, recognize a need, assemble an evaluation (measurement instrument) that identifies the objective, choose the intervention, and then develop content and context that will close or significantly narrow the gap between the need and the objective.
Gathering information on training needs
It is the responsibility of the HRD professional to plan and implement the needs analysis process. Generally, the data gathering methods used include survey questionnaires, interviews, management requests, performance appraisal recommendations, observation questionnaires completed by immediate superiors, skills tests, and the organization’s records and documents that indicate training needs. These records and documents include productivity, sales and cost records, employee performance evaluation and merit ratings, accidents reports, employee attendance records, employee grievance filings and turnover rates, and conducting one-on-one interviews.
By Shirley J. Caruso, M.A., Human Resource Development
I completely agree, I think it all begins with needs analysis process to therefore figure out the main problem. From the company or the HRD professional can develop a plan or training to address the issue.
I agree that before any training can take place, there should be a careful needs analysis. Needs analysis is a very important step, but often omitted. Many leaders or decision makers wrongly assume that the problem is lack of skills, and training will be the best solution. Our job as HRD professionals it to correctly analyze the situation, find the problem, and use the remaining steps of the ADDIE model to deal with the gap between the current and desired performance.
I agree that the training need exist when the organization is moving in a different direction or if the employee that is doing the job is not meeting the needs of the organization.
Just as the article mentions, training needs analysis can be applied at all three levels; organizational, occupational, and individual. One area might need more improvement than other. I also agree that not all problems and conflicts can be solved through training.
I agree with the article’s need analysis process which includes the organizational, occupational and individual levels of training. I would like to conclude by saying that training is not the only deficit to improve employees’ performance.
It is important that a need anaylsis is performed in order to find out where there are problems in an organization. In some cases, you will find out whether or not training is really necessary from this anaylsis.
Too often training is not planned and well thought out which in turn is a waste of time and looked at negatively. It is up to the HRD professional and leaders to identify the desired outcome of the training and be able to answer the 5 W’s, Who, What, When, Where and Why. The most successful organizations and professionals train every day because they have a desired goal and performance goal.
I believe that it is important to implement the needs analysis inorder to achieve the desired performance from individuals as well as the different sectors of an organization. As HRD professionals it is important to use the tools necessary to successfully identify the needs and guide the organization to thier full potential.
A needs assessment is the first step in the process and a very important one. It will help identify and address the needs or gaps between the current situation and the desired situation. It will help point you in the right direction to remedy a situation and training may not always the answer.
I agree that not all problems within a business can be solved with training. It is very important to recognize this and perform an analysis to identify the problem. If the analysis is skipped and the actual problem hasn’t been determined this could end up costing the company more money in the long run.
Training should be done in three main areas organizational level, occupational level, and individual level. It is true that the organizational training does require changes. Occupational training does require skills and knowledge. Individual training depends on how the person learns. It is also true that not all problems are solved in training most things are just hands on.
The article states that there are three main areas in which the term training need may be applied are at the organizational level, at the occupational level, or at the individual level. I completely agree, each one helps identify what is wrong, what is need, and what should be done.
training may not be the solution a problem but it is one of the options to keep the job performance high and adequate. Sometimes, we just need to do an anylasis and look closer to find clarification to certain cases in the organization. Observations and analysis process can save a lot of many to the company instead of just goig straight to the training process.
I agree that a Needs Analysis needs to be performed but not all problems can be solved through training.