Effective Training Needs Analysis
Training needs analysis refers to the identification process of employees’ development and training needs to enable them to carry out their tasks more efficiently to realize personal and organizational goals. Based on the scenario, the components of an effective training needs analysis include information regarding the sets of skills that the employees have, assessing the skills of current workers, and underscoring employees’ skill gaps. The components allow the company to identify required training that its employees desire to accomplish the organizational goals on safety (Noe, 2020). Training needs analysis provokes numerous queries regarding the analysis like a type of training required, need for specialized training, target persons for the training, cost, course of training, and training outcome.
Based on Noe (2020) basic parts for a successful training program include the following:
- A program reflective of the strategic plan of the organization to ensure that the program is value-added and addresses the outcomes, programs, and essential issues of the organization directly.
- Set of values and philosophy that is well-thought-out.
- Multiple mechanisms and delivery system.
- Evaluation strategy and design to improve development and training aids constantly.
A plan to warrant the transfer of learning and communication plan to ensure workforce comprehend what activities are available for development and training and how they are associated to enhanced performance.
How to Deliver Training
The organization can create its training program and plan based on ADDIE (Analysis, Design, Development, Implementation, and Evaluation) model. ADDIE model focuses primarily on reflection and iteration, and it is among the most common training needs analysis and design models (Noe, 2020). The stages involved include:
Analysis
The organization can evaluate the training needs of the workforce by identifying performance gaps or observing the mistakes. Further analysis can be done by identifying learning resources, environment, and characteristics of employees such as their motivation, level of experience, current skills, and knowledge.
Design
The company identifies learning objectives, instructional plans, and assessments. The technique can be done in a manner that reflects the logical flow, and the assessment offer employees feedback on their progress in achieving the training objectives.
Development
The organization develops a performance solution by creating and assembling the content specified in the design stage, review, and validate any required revisions. In this stage, the company can integrate technology during training and associated testing to check for employees’ understanding of the learning content and process.
Implementation
The training will deliver the performance solution by developing a training framework such as learning space, outcomes, and course curricula. The employees can use any relevant tools and technology for training and remain engaged in the program.
Evaluation
After the training, employees will be evaluated for results concerning the training objectives. The training can first include an interim assessment before implementation to ascertain if the learning resources meet the design requirements followed by summative evaluation once implementation has been done. Summative evaluation determines the effectiveness of training on employee satisfaction, learning, and performance.
In the case study, need theories are selected motivational theory that supports the ADDIE model of training to enhance the organization’s performance. Need theories posit that every person can face needs that are deficient in their expectations (Noe, 2020). In the training program, the needs of trainees should be identified and sessions designed based on the requirements to give better results of the training program. Need theories assist in explaining the value that an individual puts on particular outcomes, and as a result, it motivates them to behave in a manner that satisfies the deficiency (Noe, 2020). Since need theories encourage learning when employees’ needs are fulfilled and safety guaranteed, the ADDIE model effectively promotes organization performance. Effective training is achieved when the employees choose training programs to attend which match their needs.
Reference
Noe, R. A. (2020). Employee training and development (8th ed.). McGraw-Hill Education.