Assessing employee training needs


Making a decision about the right training for your organisation depends on a number of factors – identifying business needs, the needs of the employees and the recognition of existing skill levels.

 

Assess your needs

 

Making a decision about the right training for your organisation depends on a number of factors – identifying business needs, the needs of your employees and a recognition of existing skill levels.
 

Identifying your business needs

 

An assessment of the skill and knowledge gaps in your business with help you to identify vital training needs.  The assessment can be made through questionnaires, interviews, observation or any type of available research.

 

In analysing the needs within the organisation you can identify the Corporate Qualifications required to achieve both the business needs of the organisation and the individual needs of the employees.

 

To assess your business needs consider

 

  • Where do you want your business to go?
  • What potential business areas can benefit from training?
  • What does the business want to achieve from investing in training?
  • How much time, equipment, money and other resources do you want or need to allocate to training?
  • What do you expect will be the level of staff involvement in training?

Ask key leaders or managers in your organisation what goals and objectives they must accomplish this year, and how training could assist them. For example, if you need to reduce production costs, targeted training can improve production processes by decreasing re-work or rejection of defective products.
 

Get feedback from your employees by asking

 

  • What areas of the business could be improved, e.g. processes, customer relations or technology?
  • In which areas can individual supervisors improve performance?
  • What are the skills that are vital to the output of the business and who has them?

 

Research your industry

 

If you can, find out what other organisations are doing with training and then benchmark your training plan against their experiences.

 

Find benchmark statistics, such as the cost of production for a similar product. These statistics can form targets for your business as a result of training.

 

Formal records of any previous training that your business has conducted including induction programs can help in the review of training needs and ensure that future training is relevant.
 

Where to get more information and assistance

 

Training organisations or your SETA can offer advice on courses relevant to your business and will inform you of the costs involved. Industry training advisory bodies can also provide training advice that is relevant to your industry.

 

An assessment of the skill and knowledge gaps in your business with help you to identify vital training needs.  The assessment can be made  through questionnaires, interviews, observation or any type of available research.
 

To assess your business needs consider:

 

  • Where do you want your business to go?
  • What potential business areas can benefit from training?
  • What does the business want to achieve from investing in training?
  • How much time, equipment, money and other resources do you want or need to allocate to training?
  • What do you expect will be the level of staff involvement in training?

Ask key leaders or managers in your organisation what goals and objectives they must accomplish this year, and how training could assist them. For example, if you need to reduce production costs, targeted training can improve production processes by decreasing re-work or rejection of defective products.

See our business case helper.
 

Get feedback from your employees by asking:

 

  • What areas of the business could be improved, eg. processes, customer relations or technology?
  • In which areas can individual supervisors could improve performance?
  • What are the skills that are vital to the output of the business and who has them?

 

Research your industry

 
If you can, find out what other organisations are doing with training and then benchmark your training plan against their experiences.

Find benchmark statistics, such as the cost of production for a similar product. These statistics can form targets for your business as a result of training.

Formal records of any previous training that your business has conducted including induction programs can help in the review of training needs and ensure that future training is relevant.
 

Where to get more information and assistance

 
Contact the training authority in your state or territory – they will be able to suggest a training provider or specialist consultant who can carry out a training analysis.

Training organisations can offer advice on courses that are relevant to your business and will inform you of the costs involved. Industry training advisory bodies can also provide training advice that is relevant to your industry.

 

Identifying employee needs

 

When evaluating the training that’s required to achieve your business goals, you should also identify the training needs of your employees.

 

There are training options for all staff – from entry-level workers to board level executives.  Training needs vary based on how your business is structured, and how responsibilities are shared and distributed.

 

First you should assess the nature of your employees’ work and the competencies that your business requires to run efficiently.

 

Consider the following questions

 

  • What skills and knowledge are required to perform the work?
  • What are the measures of successful performance of the work?
  • Are your employees reaching these levels?

 

Employees will be the best resource for this information. They will be able to tell you what is and isn’t working.

 

Management should ensure employees have a job description that clearly describes the skills and knowledge required to do the job. This will help your assessment of training needs.

 

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