How to Assess Employee Training Needs

An employee training program needs considerable qualitative and quantitative assessment. In other words, it has to be reviewed periodically to determine if the agenda has been effective. Employers should conduct this evaluation primarily to pinpoint shortcomings. This analysis is meant to find out if employees, who went through this exercise, are wanting in KSAs or knowledge, skills and abilities. It is also a yardstick for analyzing the training and if it was given to the appropriate staff. Ultimately, the assessment enhances training motivation.

Assessing Training Requirements

An effective employee training and development program is necessary because it promotes employee productivity and raises safety level in the workplace. Training is also the reason why a worker is satisfied with his or her current job and looks forward to perform better. This exercise reduces turnover rates since the rate of satisfaction among the staff goes up. Satisfied employees tend to stay loyal to the organization that employs them. Likewise, the recruitment process becomes less complicated. The human resources department of a company has a clear idea of the qualifications that it is looking for in applicants. Training generates cost-efficiency since workers acquire additional proficiency and take less time to accomplish assigned tasks.

When you conduct training for company personnel, it is important to consider if your objectives have been accomplished. At this point, an assessment of the training for employees should be carried out. These should cover organizational, occupational and individual appraisal. Organizational or managerial is meant to appraise the quantity of performance at the level of the entire company. You establish the drawbacks and flaws so strengths and capabilities can be augmented. Organization evaluation should consider the prevailing economic conditions, technology advancement, shifting demographics and political developments.

The second form of assessment is occupational and should probe the dexterity, abilities and awareness of affected occupational sectors. It is aimed at identifying inconsistencies and tries to find means to handle the incongruities to allow the agency to move forward and assume a better direction. The last is individual analysis which is meant to find out the performance of workers and capacity to assume another function. It provides information regarding employees who require training and development.

Procedures in Needs Assessment

First of all, the advantages of needs assessment for the organization should be ascertained. This will help decision makers and personalities with direct interests in the company to figure out the concept of this evaluation. Proper assessment will help the corporate entity to do away with unnecessary training programs, reduce expenditures and help managers in recognizing performance prerequisites which can be resolved by training and development.

However, there is a need to plan carefully as well as obtain and analyze relevant data. There should be targets for the assessment program along with the evaluation of company preparedness, identification of key roles, preparation of project plans, inventory of employee capabilities, review of training skills, and clarification of success measures or program landmarks. The results will be the basis for management to establish training goals. One is: what must be undertaken? The other is: why is it not being undertaken right now? Then, the organization will know if employee training programs should be implemented right away.