Training
A needs assessment refers to the process used to determine if and where training is necessary. This is important because training is an expensive procedure, so the company needs to use its financial resources wisely, training the people who need it on the topics they need. Training can be used to solve performance issues, for example. The needs assessment will also help to identify what the nature of the training needs to be. Thus, a wide range of stakeholders participate in the needs assessment process.
The needs assessment process begins with the company's strategic direction, which is important because the needs assessment is part of "the steps we take to get there," relevant only when the organization has a sense of where it wants to go.
There needs to be an understanding of the support of managers, peers, and employees for training activities. These support networks are critical to effective training. While not directly related to needs assessment, they are part of the process because with proper support networks and attitudes in place, no training effort can succeed. These things are therefore antecedents to an effective training program. Another antecedent is the training resources. A further antecedent is whether the person is ready for training or not.
The organization also needs to understand what resources it has available for training. This will help shape the course of the training program. The learner analysis and task analysis are also important steps in the needs assessment process. At the end of the process, the organization should have a sense of where it wants to go, and what sort of gap exists between its current capabilities and the capabilities that it needs to meet its objectives. Those are the needs -- what training, if added to the company, will allow it to meet its strategic objectives?
Works Cited:
Noe, R.A. (2010). Employee training and development. (5th ed.). New York, NY: McGraw-Hill/Irwin. See page 127-129 also review figure 3.4
Chapter 3-page 102-132
