3 easy steps to identify training needs

Everyone running an organization is pretty much aware of how important it is to identify training needs and implement regular training provisions for employees. If you wish to yield the best potential out of your employee by training them, you first need to identify the training needs. Only then you will be able to visualize the kind of training materials to be offered.

Often organizations miscalculate and end up providing completely irrelevant training which is a complete waste of time, money, and energy. We care about you. So we’ll help you to identify the training needs for your employees. Use the following steps;

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Training needs identification

  • Link your business outcome with employee performance

What determines the success of every employee? Their ability to make the company meet its objectives! In order measure the overall company performance, try answering these questions in the first place;

  1. Is the company objective being met? 
  2. Is the company approaching its mission? 
  3. Is the set target being met on time? 

If the answer to all these questions is a yes, there probably is no need for training as for the given period. If the answer is no for any one or all of these questions, it is time to dug deep! This means there is need for training. Now to determine the area of need for training, move to the next step.

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  • Conduct appraisal

 The goal of appraisal is to measure the employee performance and improve it for the future. What does it mean when you identify low employee performance through appraisal? Something is lacking! The initial objective of conducting appraisal in this case is to;

  1. Identify who is performing out of the track 
  2. Identify the reason of underperformance
  3. Identify if the reason associates with the inability of the company to meet its goal or not

A lot of factors contribute to the underperformance of employees; personal issue, health issue, lack of motivation (intrinsic and extrinsic), dissatisfaction, inability to adapt with new technology and many more. Try to identify them.

For appraisal, we recommend you to use Management By Objective (MBO). However, you can see more alternatives for modern and actionable appraisal methods.

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  • Identify obstacle 

After you’ve identified the underperforming employees, move on to finding out the reason for so. Carry out a post-appraisal interview with your employees. Ask, survey or observe them in order to figure out what’s creating an obstacle in their performance.

There might be many reasons for the inability of employees to complete their tasks as mentioned above. You can check out more reasons why employees underperform

Finally, all you have to now is segregate the contributing factors into skill gap, knowledge gap, or motivation gap. Based on what gap is identified, you will gain a clear idea of which area is lagging the necessary training and proceed forward in managing training programs. 

The segregation process is very crucial because it saves your money from being wasted. For instance, there is no point of providing motivational sessions to an employee who is unmotivated because of remuneration issues or other physical facilities. 

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If you want any sort of assistance in identifying the areas of training for your employees or completely pass on the headache, do not forget to place a consultation with us. Learn Infinity arranges a team of experts who are committed to bringing end-to-end, web-based, and device-friendly Learning Technologies and Solutions for companies.

We build custom e-learning materials according to your need. We also translate and localize our content for the diverse workforce. Our continuous and real-time e-learning service provides convenience for employees to do their jobs on time as well as train themselves wherever and whenever they can.

Also read: 5 reasons why you should prefer E-learning for organizations.

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