New Ways of Training Need Analysis
Just like your latest iPhone, in time your staff will also need an update. But how do you know which update to apply? Read on for more. So you have hired the latest graduates and the swankiest suits in the business. Good on you! They have all the experience and expertise in the world that you know will add value to your enterprise. So what’s the problem? Do you still need to train them? The answer is, yes! While your team may know how to do their job, they still need to understand how to do it effectively for your business. Even if they’ve been working with you for a long time, you’ll still need to train them from time to time. Why’s that, you ask? The simple reason is that your business objectives always keep changing over time! While you’re trying to be the next Jeff Bezos, you’ve to make sure your team is driving you in the right direction. So, how do you identify the right training curriculum and methods? Conduct a training need analysis before you start looking for trainers and courses. Consider your business needs, your current competencies, your training methods, your budgets and the effectiveness of the training program. You’ll need to identify the correct training needs and address them. Also, determine the people you want to be trained. 5 questions to ask before you organize a training session: – Why are you training your employees? – Where is training needed? – Who are you training? – What will you train them in? – How will your business benefit from it? Once you have the answers to these questions, it’s time to conduct an analysis for your training needs. Here are a few ways you can go about this: 1) Ask your HR or Internal Communication team to conduct periodic anonymous surveys amongst your employees. Ask questions which test their competency levels with those required. 2) Tell your managers to conduct team building exercises and contests aimed at observing their performance motivators. They can determine both their behavioral traits and technical capabilities. 3) Every few months conduct feedback sessions with your employees. Ask them what they think of their current role and what they should be doing at their level. This will give you an idea about their expectations and you can then train to direct it towards your business goals. 4) Make sure you keep an open channel for your customers to send in their feedback. It will always help you identify if there’s a gap between expectations and delivery. 5) Run an effective social media program that engages with everyone from your employees to customers. People are more open to pointing out gaps and flaws through social media than one-to-one in person. 6) Trust your managers with their job, but keep an open door policy welcoming anyone with constructive feedback. Once your team sees that you’re receptive to new ideas, they’ll be happy to share them with you. 7) Run a peer evaluation program. This will help you identify areas where certain members of your team are doing good or bad. Once you analyze your training needs using the above methods, you will be able to determine the knowledge, skills or abilities (KSAs) which are required to improve the overall performance of your team.