Training Need Analysis

It is important to identify training needs to attain real goals and objectives from training
programs. The main objective of this analysis is to identify the required training need in the
organization so the organization can achieve its goal effectively and efficiently (Denby, 2010).

In the human resource department, the concept training needs analysis also is known as learning
requirements analysis. The training requirements reflect the fact that there are numerous methods
to do a job and, as a result, a large number of ways to learn to work. The focus of the study is on
the skills and knowledge gap, and the HRM department can assist in closing it (Gould, et al.,
2004). Employees benefit from continuous learning, according to the HRM department. It boosts
their performance by keeping their abilities current. The term "training need analysis" refers to a
study of the skills that must be improved to execute a job well in the present or future. (Reed &
Vakola, 2016)

Three Level of Training Need Analysis

Source: https://anjuthomasbims.wordpress.com/2015/12/14/training-needs-analysis/, (2015)

 Need of the Organizational Level

It is regarded as a waste of resource to provide training to employees that might not be

associated with its aims. It is critical that training programs provided in the company assist
employees in achieving the firm's corporate goals. To determine the skill gaps, the
organizational level performance training need analysis utilized sources of data including
such business objectives, skill stocking, human stock, corporate culture, and customers'
satisfaction statistics (Antonacopoulou, 2001)

 The Job Level

The job level analysis determines what training a worker requires to reach the target degree
of work proficiency. It specifies the knowledge and experience necessary to complete a
certain job (Niazi, 2011). The functional level learning needs analysis utilized data sources,
including work quality objectives, job descriptions, job specifications, and assessment of
operational difficulties, to assess the employee's training requirements. (Holton, 2000)

 Individual Level

The training needs analysis at the individual level establishes how the worker does their
work. The discrepancy linking the employee's demands and present execution is examined to
discover the employee's training needs. The individual-level training need analysis utilizes
information references such as performance evaluations, employee skill assessments,
interviews and questionnaires, customer surveys, and work samples to establish the
employee's training needs. (Salas & Cannon-Bowers, 2001)

Below mentioned are some of the Training needs analysis methods that can conduct in an
organization.

1. Performance Evaluation
Employees' performance evaluation is the best mechanism to training need identification in every
level of the company. Well established organizations are implemented mid-term evaluation and
year-end evaluation based on the key performance indicators. Then the organization can identify
the skill gap of each employee and decide appropriate training needs to match with job
requirements. For instance, if one clerk has less ability to analyze and create the report. Then
supervisor can recommend basic excel and word training sessions. After assessing a particular
employee's training needs, supervisors tend to create KPI based on required training needs to
achieve shortly (Ludwikowska, 2018).

2. Job Analysis

HR professionals can identify training needs by analyzing job specifications and job
descriptions. These documents can identify the required skills, knowledge, attitudes, duties,
responsibilities, qualifications, and experience. This is a popular method used by organizations
to train new employees. (Markaki et al, 2021).

3. Organizational Analysis

Organizations are tended to identify training needs based on the internal and external factors
affecting the organization. For instance, if organizations plan to introduce new products to the
market, senior management is focused on introducing new technology and processes. As a result,
the organization is decided training need to provide required skills and knowledge of line
managers, supervisors, and lower-level employees. (Rober, 2004).

Further Organizations are intended to identify training needs based on,

 Product quality
control
Turnover
Wastage

Health issues Absenteeism

Organizational
Analysis

Customer
Accidents complains
Grievances

(Markaki et al, 2021).

Figure 2: Organizational Analysis

3. 04. Investigation

Organizations can identify the training needs by gathering information relating to training and
development. It is important to use self-questioner from employees, post questioners, direct
observations, consultation with persons, focus groups of employees, surveys, study records, work
samples and interviews, etc. (Brown, 2002).

4. 05. Formal and Informal Supervision

Most supervisors are provided training requirements for their subordinates to acquire the
required skills, knowledge and attitude to perform the job successfully. This is the most effective
method as supervisors can carefully identify the required training of subordinates on the job.
They can assess and determine each employees' performance in the job. For instance, the line
manager can check whether the line leader keeps inventories and records production details
appropriately (Markaki et al, 2021).

5. 06. Root Case Analysis

This is the way of determining basic issues within the organization and reasons for the
performance gap. This can be classified into five categories: skills, motivation, resources,
incentives, information, and feedback. This is the most successful method to identify the lack of
performance and areas of improvement (Sharma, 2018).

Who is responsible for identifying training needs? (Robison, 2004)

 Line Managers
 Human Resources Managers
 Learning and Development Manager/Executive
 Supervisors
 Each Employee
 Combinations of the above persons

Conclusion

The training needs process will help to identify the training demand within the organization.
Moreover, it will assist on understand the core competencies required by the employee
workforce to face the market challenges. This will enhance employee motivation and improve
the productivity of the employees.
References
Antonacopoulou, E., 2001. The paradoxical nature of the relationship between training and learning.
Journal of Management Studies, 38(3), pp. 327-350.

Brown, J. 2002. Training Needs Assessment: A Must for Developing an Effective Training
Program

Denby, S., 2010. The importance of training needs analysis: industrial and Commercial Training, 42(3).

Gould, D., Kelly, D., White, I. & Chidgey, J., 2004. Training needs analysis. A literature review and
reappraisal. International Journal of Nursing Studies, 41(5), pp. 471-486.

Holton, E. B. R. a. N. S., 2000. Large-scale performance-driven training needs assessment: a case stud.
Public Personnel Management, 29(2), pp. 249-257.

Ludwikowska, K. 2018. The effectiveness of training needs analysis and its relation to
employee efficiency
Markaki, A. M. S. & Theus, L. 2021. Training needs assessment: tool utilization and global
impact
Niazi, A. S., 2011. Training and Development Strategy and Its Role in Organizational Performance.
Journal of Public Administration and Governance, 1(2), pp. 42-57.

Reed, J. & Vakola, M., 2016. What role can a training needs analysis play in organizational change?.
Journal of Organizational Change Management, 19(3), pp. 393-407.

Salas, E. & Cannon-Bowers, J. A., 2001. The Science of Training: A Decade of Progress. Annual Review of
Psychology, Volume 52, pp. 471-499.

Sharma, R. 2018. A Study on Training Need Analysis of Employees, Amity Journal of Training
and Development, 3(1), 22-35

Robert, B.2004, International Journal of Organizational Analysis (Int J Organ Anal),

International journal of organizational analysis

Robison, S. J. Personality and Situational Pattern Differences Across Three Work Groups: A

Comparative Examination of Worker Personality and Organizational Climate Using Three

Pattern-Extraction Analyses, International Journal of Organizational Analysis