Importance Of Training Need Analysis

Human resource is a very important resource in any reputed organization, as it has unlimited potential. As the environment is continuously changing, to achieve organizational objectives, any organization has to continuously adopt suitable strategies to cope up with these changes to survive in present competitive & continuously changing marketing environment. We cannot retrench the officers, when not required.

Every employee is unique has different qualities & capabilities. They can perform well when they are motivated. If we could find out the weaknesses in employees, we can change their weaknesses (by bringing proper changes in their attitude) in to their strengths by giving them suitable training. Such behavioral trainings develop officers,

The purpose of training need analysis is to decide if there is a hole between what is required for compelling execution and present level of execution.

Why training need analysis?

Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action.

Training Need arises at three levels:

An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate

Organizational Level – Training need analysis at organizational level concentrates on vital arranging, business need, and objectives. It starts with the evaluation of inside condition of the association, for example, methodology, structures, strategies, qualities, and shortcomings and outer condition, for example, openings and threats.

After doing the SWOT analysis, shortcomings can be managed the preparation mediations, while qualities can further be reinforced with kept training. Threats can be diminished by recognizing the areas where training is required. Furthermore, openings can be misused by adjusting it against costs.

For this way to deal with be effective, the HR department of the company requires to be involved in strategic planning. In this planning, HR creates strategies to make sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) in view without bounds KSAs necessities at each