Training Consultations

Conducting a training needs assessment is the first step in creating a targeted training and development program within your organization t hat can perform to discover your organization’s training needs.

ensure that your training and development initiatives are effective you need to begin with an assessment.
The needs assessment is critical in identifying any gaps between existing training and training that will be required in the future.
These assessments answer the following key development questions:

Where in the organization is training required?
Will the training be effective if implemented (Fill the gaps)?
What skills and/or behaviors must be acquired in this job function?
Does the employee have the necessary skills?
What training is required for the employee to acquire the necessary skills?

Organizational Assessment

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This type of assessment analyzes the effectiveness of the organization as a whole and identities any discrepancies.
It is used to reveal the competencies, knowledge and skills that are needed by the company to bridge any gaps.
These assessments determine where training is needed, how it will be conducted and when.

Task Assessment

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Task assessment gathers information about a particular job function or occupational group.
This analysis identifies the key tasks, competencies and skills required to perform the job at the most efficient level. Using job descriptions, skill analysis and job inventory questionnaires these assessments are used to discover specific training needs.
This type of analysis is particularly useful if an organization is moving in a new direction or undergoing restructuring.
Again, the assessment is used to determine if there are any gaps between existing competencies and those needed for improved performance.

Individual Assessment

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The individual assessment focuses on a particular employee to discover how well they are performing.
This type of assessment determines the individual’s existing skills and competencies, their learning style and capacity for new work.
The individual analysis identifies (who within the organization) requires training and what kind of training is needed. 360-degree evaluations are useful as individual assessments as they identify the employee’s strength and areas for improvement in regards to competencies, skills and behaviors.

The individual assessment forms the basis for the creation of a customized training and development plan for the employee.

Importance Of Training

Training is vital for organizational development and success. It is fruitful to both employers and employees of an organization.
An employee will become more efficient and productive if trained well.
Training of employees takes place after orientation takes place, and it’s the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job.
Training process moulds the thinking of employees and leads to quality performance of employees.
It is continuous and never ending in nature.

Training is given on four basic grounds:

This training familiarizes candidates with the organizational mission, vision, rules and regulations and the working conditions.
New candidates who join an organization are given training.
The existing employees are trained to refresh and enhance their knowledge.
If any updating and amendments take place in technology, training is given to cope up with those changes.
When promotion and career growth become important, training is given so that employees are prepared to share the responsibilities of the higher level job.

The benefits of training can be summed up as:

Improves morale

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Improves morale of employees – Training helps the employee to get job security and job satisfaction.
The more satisfied the employee is and the greater his morale is, the more he will contribute to organizational success and the less employee absenteeism and turnover will be.

Less supervision

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Less supervision – A well trained employee will be well acquainted with the job and will need less supervision.
Thus, there will be less wastage of time and efforts.

Fewer accidents

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Fewer accidents – Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job.
The more trained an employee is, the less chances of committing accidents in job and the more proficient the employee becomes.

Chances of promotion

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Chances of promotion – Employees acquire skills and efficiency during training.
They become more eligible for promotion. They become an asset for the organization.

Increased productivity

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Increased productivity – Training improves efficiency and productivity of employees. Well-trained employees show both quantity and quality performance. There is less waste of time, money and resources.

WAYS / METHODS OF TRAINING

Training is generally imparted in two ways:

On-the-job training

On the job training methods are those which are given to the employees within the everyday working of a concern. It is a simple and cost-effective training method. The in – proficient as well as semi- proficient employees can be well-trained by using such training method. The employees are trained in actual working scenario. The motto of such training is “learning by doing.” Instances of such on-job training methods are job-rotation, coaching, temporary promotions, etc.

Off-the-job training

Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees. Instances of off-the-job training methods are workshops, seminars, conferences, etc. Such method is costly and is effective if and only if large number of employees have to be trained within a short-time period. Off the job training is also called as vestibule training, i.e., the employees are trained in a separate area (may be a hall, entrance, reception area, etc. known as a vestibule) where the actual working conditions are duplicated.

Training Consultations

Training Consultations