Training Needs Analysis

Training Needs Analysis

In the cyclical process of training, training needs analysis is the first step which analyses the areas where training is essential based on the nature of the business, and additionally provides a detailed picture of an organization 's skill, knowledge, and talent base which makes training needs analysis also the important step in the training process.

In this paper we attempt to review the gross aspects of needs analysis and emphasis on the purpose and importance of training needs analysis. “Training has been cited as the most often used intervention to improve productivity” (Katzell and Guzzo, 1983). Noe (2009) states that training is a planned effort by a company to facilitate employees learning of job-related capabilities.

The process commences with systematic consultation to identify the learning needs of the population, followed by course planning, delivery and evaluation(Gould D, Kelly D, White I, Chidgey J 2004).It is a formal process of identifying the training gap and its related training needs. Conducting an intensive needs assessment before designing training program and delivering helps set appropriate goals for training and ensure that trainees are ready to participate (Blanchard & Thacker 2007).

The purpose of training needs analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. The result of training needs analysis highlights the areas which needs immediate attention during the training program. In the following phrases we review the literature to explain what is training needs analysis, its purpose and importance, and we also bring out the contradictions associated with it.

What is Training Needs

An exhaustive needs analysis examines organizational training needs, task level training needs, and individual training needs states Brown (2002). Corporate needs and training needs are interdependent. Organization analysis involves identifying whether training endorses the strategic direction of company, and whether managers, peers, and employees support training activity. It also checks on the availability of training resources (Noe, 2008). The strategic role of training influences the type of training and how the training is organized in the company. A number of studies have found that support of peers and managers is critical in motivating employees to attend training. Success of training depends on positive attitude of the employees about participating in the training activities (Noe & Colquitt, 2002). It is vital to examine the availability of training resources, company may decide to purchase a training program from a consultant or vendor. Some organizations build the training program in-house and the time taken to develop a training program depends. Hence planning of training becomes essential and training needs analysis paves way for it. Task analysis follows organization analysis, describes the work activities and tasks performed by the employees and analyses the knowledge, skills and abilities required to