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Recognizing training needs – a simple snapshot

Identifying the training needs of employees is a key element of the entire training process. The end result – and, consequently, the acquisition of relevant, missing knowledge – depends on it. Needs analysis provides the necessary information to create a training program that meets the needs of the company’s employees. Only then can you move on to implementation workshops or lean training.

Table of contents

  1. Where does this need come from?
  2. Participants taking part in the identification of training needs
  3. Methods of identifying training needs

1. Where does this need come from?

The process of identifying training needs is driven by employee issues. This can have several different variations. The first is when we in the company notice that employees give signals about their doubts and look for another job. While the second option refers to the moment when we as managers, managers notice the potential of an employee wanting to promote him, but he lacks adequate competence. Both one and the other situation gives an impetus to conduct a training needs analysis to be able to properly plan a training program. This can be done intuitively, but unfortunately it can miss the real needs. The result of conducting an analysis will be to identify the problem and determine which of them can be solved with training, and which need to be approached in an unusual way. It will allow you to determine the most effective course of action and direct the entire training program, which will result in work results. Diagnosis of training needs makes it possible to identify competency gaps and indicate the correct way to develop the knowledge and skills of trainees. This approach makes it possible to define the objectives and content of the programs, along with the collection of materials needed to create the training.

2. Participants taking part in the identification of training needs

The key to the effective operation of the process is the joint meeting of a sufficient number of competent people, whose knowledge will allow them to collect all the necessary information about the company and employees and present the necessary documents. Ideally, the team should include people from both inside and outside the company. An example team consists of:

  • Senior management/management – people who have the right knowledge.
    and observation of employees “from a bird’s eye view” and can determine situations from the point of view of the company – its strategy, plans and financial situation.
  • HR – people with direct knowledge of past training and areas that should be improved. And also, the HR department has information from the employees themselves.
  • Lower management – people who are managers in their teams are best able to assess the competence of their employees and limp areas at work.
  • The trainer/external company – this is the person who is responsible for gaining valuable information to help lay out the correct training cycle. After the meeting, he or she proceeds to analyze, draw conclusions and contact authorized persons to make decisions.
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3. Methods of identifying training needs

There are several methods for identifying training needs, which you should choose according to your preference and ability to use. The most used include:

  • Analysis of the company’s internal documents – it is worthwhile to analyze the results of employees’ periodic evaluations, strategies, company goals, structure, and organizational culture,
    and job descriptions.
  • Interviews – conversations with relevant people with knowledge of company operations and employee needs are essential. They also help to clarify and supplement information.
  • Employee observation – involves looking at the work of a particular group of employees in order to see the real state of affairs and to be able to look at the problem from a third perspective.

These are just three of the methods listed for diagnosing training needs, but each provides the information you need and can be used together. The most important thing is to achieve the goal.

Through the analysis, the discrepancy between the current state and the desired state that the company wants to reach is revealed. Before starting, it is important to remember that this is not a one-time activity, but a process that is carried out continuously and at all stages of training, in order to be able to finally evaluate the effectiveness of the study. Therefore, issues related to identifying training needs are very important in today’s world.

Our company also conducts lean audits on training needs research. We can help you conduct an effective diagnosis of your company’s training needs within a few meetings! We will help you work in accordance with the concept of Lean Management. All interested parties are welcome to contact us directly.