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Training Need Identification
Training need identification can be done on the basis of various factors like- a successful training can identify the needs for training, what type of training is needed, etc.
There are various aspects of training need identification; some of them are defined below.
Organizational Analysis:
The important factors of a training that are covered under this analysis are; who decide that training should be directed, why a training program is seen as a solution to the problems occur in a business, what is the history of the organization with regard to the employee training and other management involvements.
Person Analysis:
The important questions that are answered in this analysis are; who will get the training, level of knowledge of the trainee on the specific subject, what is the learning style of a trainee, who will conduct the training, do the employees have the skills that are required, are there any changes to policies, procedures, or tools that are required for the training.
Work analysis
This is an analysis of the work and required materials for performing a specific work. It seeks to identify the main responsibilities and skills required for the work. This helps to ensure that the training that is conducted will have significant links to the job.
Content Analysis:
Analyzing the documents and procedures used on the job is done in the content analysis. It answers the questions like- what knowledge is used in the job. This information arrives from manuals, documents, or guidelines. It is important that the content of the training does not controvert or oppose the job requirement.
Cost Analysis:
Effective results of training in return for a value to the company that is higher than the investment for the production or administration of the training is observed in the cost analysis.
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