Training Needs Analysis

Training Needs Analysis

Why is it important to champion the Company's Objectives?

Why Do you need Analysis

• This is done by focusing on the team goal and objectives and people needed to get there, collecting data on the baseline and the starting point so they have the tools needed to meet your goals.

• This is the global identification and determination of what types of training employees need to champion the company’s objectives

Evaluate your current training resources

Figure out what training resources are already in place to support progress of the objectives, and what needs fine tuning or scrapping altogether.

Adapting to changing Technology

You may not want to use any of your old tools, these days employee training should meet employees where they are with technology that makes it efficient and effective. 

New Ways of Learning

• Experiential learning: Simply learning by doing and developing personal understanding, knowledge, skills and attitudes through the analysis and reflection on Activity. This engages the learners, the careful analysis and reflection develops the learning

Micro learning

this can improve learner’s engagement levels, new age learners have some deficiencies with focus for long periods; bites sized learning is a necessity, because it improves retention. Our brains are more efficient at processing micro learning information as opposed to mountains of learning materials

Gamified Assets and delivery methods

Games help to expedite the learning process beyond the normal traditional training approach, an efficient gaming tool and strategy offers higher completion rate and improves recall and retention.

What May Go wrong?

If this step is missing, employees may go adrift without knowing which way to paddle. Decide on your goals and objectives before gathering employee data to determine where to spend valuable training time. E.g achieve a quality of 100% and improve claims processing. 

Identify knowledge, skills and abilities needed to meet your objectives

Fill in the knowledge gaps that may be inherent within your team upon figuring out what your employees already know

Setting Up for Success

• Learning objectives help guide and focus your training. Give your team the chance to show what they know before designing your learning program

• Use questionnaires or surveys

• Observe and examine their work

• Conduct a formal assessment

Take time to ask employees what they need to do their jobs better; are they happy and if not, what might make them happier.

Dialogue

Motivate and Encourage

• Encourage open feedbacks and separate these type of conversations from any HR settings, this can be done by making it clear to your employee of your interest to set goals and objectives for training that would match the employee’s needs.

Celebrate, Motivate and Encourage the Team

This would help you find deficiencies you would have never thought to check. Match the feedbacks you get to the goals you set at the beginning of the process

Communicate effectively

Managers have a unique perspective on how things are going in the boardroom and on the streets. Let them know what can be improved or put in the recycle bin.