Identification of the need
Training need assessment refers to the identification of the necessity of training. Training
is needed during the situations of underperforming of the employees to meet the expected
standards. Training is therefore required in cases of lack of knowledge. An organization should
identify the need for training under various circumstances. First, when there is new legislation.
Secondly, in cases where employees lack the necessary skills. Third, when there is poor
performance. Forth, in instances of the invention of modern technology. Forth, when a new
product has been introduced. Finally, it is essential to do training when there are new tasks which
the organization expect the employees to give high standards of performance.
Identification of the stakeholders
It is significant to identify stakeholders who should engage in training. The number of
stakeholders to engage will depend on the size of the organization. The discussion on training
should revolve around the employees to undergo the training process. It should also involve the
executives, which include the directors that are going to give support to ensure that training is in
line with the business of the organization. Involving the managers is also crucial to offer
employees motivation by acting as an example in the training process (Needs Analysis: The Gap,
2010). The subject matter experts who serve as the facilitators should be involved to help in the
learning and development of the program. Finally, the marketing team who are responsible for
internal communications are also essential to assist in the facilitation of the learning process.
A description of how to gather data
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The crucial techniques to apply during the gathering of data should be based on personnel
and skill inventories, organizational climate and efficiency indices, management requests, exit
interviews, and management by objectives. These tools are used for the collection of inferential
data but lack a clear picture of training needs. For instance, they may make an organization to
conclude that the organization needs to align the work process yet that may not be the case
(organizational analysis, 2015). Further study is therefore necessary to at the job level. The
technique that is applicable at this level includes job description, performance standards, work
sampling, job specifications, job literature analysis, and operational problems analysis. These
methods focus on the extraction of data to understand the aim of training. One of such goals is
the exact content to be delivered during the training. Management of time may also be one of
the essential interventions during the process.
Sample questions that the team may use
The training team should first address various questions. Theses questions include why,
what, when, where, who, and how, why question tends to address the reason for undertaking the
training. Where discuss the appropriate venue to conduct the training, when addresses the
duration that the training should take. What, address the content of the training materials. Who
addresses the experts to undertake the training finally, how address the way the training process
will be done.
Any other sources of data used
The organizations can use other sources such as getting information from the surrounding
people on what they need to improve on (Person analysis final, 2015). Other sources may also
include business journals that talks about practical training within the organization. These
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sources are essential because they offer additional information that can help in referring to the
training. Also, they offer a guideline on the best way to provide training.
How the effort is tied to the organizations’ vision/ goals.
The primary vision of organizations is to achieve to realize success in all their activities.
Organizations strive to offer satisfaction in whatever business that is geared towards attaining
their objectives. Training is connected to the organizations’ goal of achieving maximum output
by giving the employees the best work experience and standardized professionalism.