There are various reasons why organizations need to plan a training program – to update their employees on process improvements, the roll-out of new equipment or technology, to address the changes in laws or industry regulations, the realignment of job functions due to restructuring, or for closing the performance gaps demonstrated by the particular employees.
Just like a new software implementation or updates to operational processes will be successful only when the employees impacted adopt it and are comfortable with the changes, training is effective only if it addresses the actual requirements of the organization. But oftentimes training is an afterthought, which is considered only after the completion of the project when practically it should be an action item that needs to be included in the original plan. The first step towards developing a training program, no matter what the size or scope, is a training needs assessment.
However, some businesses may want to skip this step, thinking that it is a waste of valuable time and resources. Continue reading to understand why you should be identifying training needs assessment for your business.
Train the Right Employees, With the Right Approach
One of the outputs of the Needs Assessment process is identifying who needs what kind of training. For instance, you may find that your IT team is falling behind industry standards and requires a course in the latest tech innovations. Or IT interns are coming on full-time and need mentoring so that they can be a productive part of the team.
Doing this is important because tailoring courses (and their delivery) to each employee or team in your company is essential for training effectiveness. After all, the more relevant content is to the employee, the more likely it is that they are engaging in learning, and the more successful your training will be.
Prioritize Training Needs with the Highest Business Impact
A Training Needs Analysis identifies the specific knowledge and skills that employees need for becoming more productive, efficient, and innovative in their jobs. And when the employees perform better in their jobs, they help the company achieve its strategic goals.
Therefore, this makes the needs assessment a powerful tool in the face of limited time or budget. When the skill gaps affecting the company’s bottom line are identified, you can prioritize training for the biggest business impact.
Engage Employees in Continuous Learning And Development
Employee engagement could be something that you might not have expected to see on this list. But, the fact is it does belong here! Reports have shown that employees who feel their employers listen to them and acknowledge their input is almost five times more likely to feel encouraged to give their best. And Training Needs Assessment is the perfect way to make them feel heard.
To begin with, ask learning needs assessment questions in the form of surveys or interviews to get your staff actively involved in training decisions. Moreover, the outcome of a needs assessment gives the managers an insight that they need to plan the best development paths for their employees and succession plans for their teams. In simple words, it’s a real win-win.
Make Organizational Change an Easy Transition
There’s an old saying that the only constant in life changes. And the same applies in the business world. Because there are chances that your company has already, or will adopt a new software program, restructure a department or shift its strategic vision in the time to come. So, if you can’t avoid the change, how do you best equip employees for these transitions?
The answer to this is training. But to understand which training will be most effective for employees in times of change, you need to assess their needs in each situation.
