Farsight Analytics module is an excellent tool for HR professionals to manage their workforce well.

Employees Training Need Identification

We all know that 99% of businesses worldwide invest in training their employees one way or another. Training is a crucial part of developing the skills of your team, creating strong company culture and offering excellent quality products or services and great customer service.

But here is a question that most business owners and managers can’t answer properly: how do you know what type of trainings and at what level to offer?

Identifying the specific needs of your employees used to be a difficult job that most companies didn’t even bother with. But now, with Farsight Learning and Development Software, it is yet another necessity on the way to success.

Understanding the training need identification (TNI) or Training need assessment/ analysis (TNA) , how is it compiled and role in the training process.

Training Process Steps

Conducting a training needs assessment is a critical activity for the training and development of employees.. To be effective and efficient, all training programs must start with a needs assessment. Long before any actual training occurs, the HR manager must determine the: 5 W and 1 H of training. To do this, one must analyze as much information as possible about the following:

  • Organizational culture including its goals and objectives.
  • Jobs and related tasks that need to be learned.
  • Competencies and skills that are need to perform the job.
  • Individuals who are to be trained

The assessment begins with a "need" which can be identified in several ways but is generally described as a gap between what is currently in place and what is needed, now and in the future like

  • What the organization expects to happen and what actually happens.
  • Current and desired job performance.
  • Existing and desired competencies and skills.

The needs assessment should be conducted at three levels

a.). The Organizational analysis should identify:

  • Environmental impacts
  • State of the economy and the impact on operating costs.
  • Changing work force demographics and the need to address cultural or language barriers.
  • Changing technology and automation.
  • Increasing global/world market places.
  • Political trends such as sexual harassment and workplace violence.
  • Organizational goals (how effective is the organization in meetings its goals), resources available (money, facilities; materials on hand and current, available expertise within the organization).
  • Climate and support for training (top management support, employee willingness to participate, and responsibility for outcomes).

b.) Task analysis should identify

  • Job descriptions
  • KSA analysis-- A more detailed list of specified tasks for each job including Knowledge, Skills, Attitudes and Abilities required of incumbents.
  • Changing work force demographics and the need to address cultural or language barriers.
  • Performance standards- Objectives of the tasks of the job and the standards by which they will be judged. This is needed to identify performance discrepancies.
  • Job inventory questionnaire-- Evaluate tasks in terms of importance and time spent performing.
  • Political trends such as sexual harassment and workplace violence.
  • Researching the "best practices" from other companies, review professional journals.
  • Ask questions about the job-- Of the employees, of the supervisor, of upper management.

c.) Individual analysis analyzes how well the individual employee is doing the job and determines which employees need training and what kind. Performance evaluation -- Identifies weaknesses and areas of improvement.

  • Performance problems - Productivity, absenteeism or tardiness, accidents, grievances, waste, product quality, down time, repairs, equipment utilization, customer complaints.
  • Observation - Observe both behavior and the results of the behavior.
  • Work samples - Observe products generated.
  • Interviews - Talk to manager, supervisor and employee. Ask employee about what he/she believes he/she needs to learn.
  • Attitude surveys - Measures morale, motivation, satisfaction.
The results of a needs assessment can then be used to plan instructional objectives, and the design and delivery of your training program.

Delegation

Offering The Right Training Will Get You There Much Faster

Before we focus on the benefits of using the Far Sight software to determine what kind of training your employees need, let’s talk about the importance of offering your team the right training.

  • The right training develops specific characteristics that an employee hasn’t worked on until now.
  • The right training teaches an employee what they don’t know, rather than repeating what they already do.
  • The right training puts employees with similar characters and interests together. When employees create strong bonds, it helps company culture and communication.
  • The right training can highlight specific skills or desires of an employee who would be better used in a different role or department.
  • In itself, focusing on always delivering the right training to your employees can help you notice gaps in recruitment before they inflict major damage. It can also help you to know your team better and use their skills in the best possible way.

How Farsight Uses Technology To Make HR Management Easier

As an HR software solution for businesses ready to step into the 21st Century, we at Farsight have simplified a number of functions - and identifying the training that your employees need is one of them. As part of the strategic planning implemented in the Farsight Learning and Development Software, the training module works on Spider Chart analytics to offer you visualization of employees’ strengths and weaknesses. Based on that data, you can take informed decisions about the trainings you will invest in - and by the way, our software will assist you in managing those investments too.

In short, when you use the Training Need Identification feature Farsight has developed, you will take advantage of:

  • Increasing employee satisfaction to record levels - as most companies fail to teach their employees what they find interesting and useful. As a result, employees’ productivity will jump through the roof.
  • Optimizing expenses for employees’ trainings. By knowing exactly which way to go, you will achieve the results you need faster, easier and wit less money.
  • Enhancing the feeling of community within the company, the levels of communication and strengthening company culture.
  • To maintain competitive advantage, in ensuring people with the right skills to develop new technologies and innovations to ensure a pipeline of talent and minimal knowledge gaps, for example, due to retirement to fill a gap following the promotion of existing employees.
  • A systematic process

So Farsight, So Good

Now that the benefits of employees training need identification are clear to you, let’s talk about choosing the right way to manage that process.

The first decision you will have to make with regards to this is whether you prefer to use technology or human skills. Many HR companies out there offer a variety of tests that can help determine what type of training and what type of environment as a whole an employee needs. While this sounds good, what’s wrong with it is that it takes a lot of time and effort for both the HR specialists and your employees, plus it costs a lot of money.

If you decide to go with using a software, that would make things easier for you, your HR team and your employees. But how do you choose which system to go with? Here are a few important criteria that you want to consider:

  • User experience. If a software isn’t user-friendly, you’ll spend more time training your team or yourself how to use it rather than utilizing its features.
  • Regularly updated. Because keeping up with technology means keeping up with success.
  • Functional and customizable. You need a software that can offer you precisely what you need.
  • Excellent customer support. When you have questions, you want them answered with a smile.
  • Affordable. A business owner or a manager should always keep an eye on the expenses.

So, if you have the time to research different options and find the ones that meet all of the above requirements, by all means, we suggest you do that. But if you don’t, here’s a simple solution: Farsight. Farsight is a company offer software solutions to HR challenges. It has been on the market for years and hundreds of clients from around the world - from small businesses to large corporations - already use its innovative technology.

The Importance Of Decisions

Without a doubt, one of the most important thing a manager does is to try and take the right decisions - which most of the time is extremely difficult. But when it comes to people - your most valuable resource - postponing your decision is a luxury you can’t afford. So decide now and decide wisely.

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