they do not necessarily require elaborate training efforts. Employees commonlyrequire only an orientation to new facilities and jobs. Jobs have disappeared astechnology, foreign competition, and the forces of supply and demand arechanging the face of our industry.Assessment of training needs occurs at the group level too. Any change in theorganization’s strategy necessitates training of groups of employees. Needs Assessment Methods: How are training needs assessed? Several methodsare available for the purpose. As shown below some are useful for organizational-level need assessment and others for individual need assessment.
Methods used in Training Needs assessment:
Group or organizational analysis Individuals Analysis
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Organizational goals andobjectives.
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Personnel /skills inventories
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Organizational climate indices
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Efficiency indices
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Exit interview
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MBO or work planning systems
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Quality circles
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Customer survey/satisfaction data
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Consideration of current and projected changes
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Performance appraisal
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Work sampling
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Interviews
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Questionnaires
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Attitude survey
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Training progress
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Rating scales.Benefits of Needs assessment: As pointed above, needs assessment helpsdiagnose the causes of performance deficiency in employees. Causes requireremedial actions. This being a generalized statement there are certain specific benefits of needs assessment. They are:1. Trainers may be informed about the broader needs of the traininggroup and their sponsoring organizations.2. The sponsoring organizations are able to reduce the perception gap between the participant and his or her boss about their needs andexpectations from the training programmes.3. Trainers are able to pitch their course inputs course inputs closer tothe specific needs of the participants.
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very informative. enjoyed reading. thanks alot. please send a copy to my email:dgmarme@gmail.com
LAST BALL SIXER
well organized
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very educative