Training Need and How to Recognize?

A requirement of maintaining the efficiency, productivity and safety of a system or an individual signifies a training need. Training is a tool of effective management.   

Training need analysis is the first step to effective training. Training need analysis means measuring the gap between skills available and skills required for employees and provide measures so that those gaps can be reduced. When training need analysis is done, it is possible to focus attention on the target and identify the means for reaching the target.

The need analysis process also involves others and helps them to understand the issues which they come across.

There are five essential reasons for doing need analysis:

• The business world is changing rapidly and organizations require keeping pace with this change.

·         As result everyone is being asked to stretch and to do more than ever and to do it faster.

·         To ensure solution addresses the issue.

·         To focus resources, time and effort effectively towards a targeted training solution.

• To eliminate the necessity of looking for another job.
               

A training need occurs whenever the procedures, processes and methods of work in an organization are changed. Training can also offer the management an assessment of those within its labor force who might be well suited for new jobs and responsibilities.

           

These needs can be recognized on the basis of:

• Analysis of processes of change
• Analysis of work problems and
• Analysis of the manpower skills of an organization

 The management and human resource systems must be willing to accept the change. The organization must change itself to adjust to the changing outside world. Change would require orienting and training the people to the new techniques, skills and adjustments to new situations.

             

Training needs can be recognized in four sections-

Technological changes-

                Whenever there is some introduction of new ideas in equipment and technology, a technological change is said to take place. E.g. introduction of computers. People have to be oriented to new knowledge; new skills and also they must appreciate the change process.

Environmental changes-

                 There is constant change in consumer’s i.e. user’s habit and taste. For this, new products and services will require change in systems. Survival of any organization lies in understanding and an awareness of the changes in outside world.

Legislative changes-

                   In many basic industries like steel, coal and textiles, there is a legal framework, shape and application to their concepts of social growth. The Legislators at central or local level give such frameworks which can be in area of policy, planning, pricing, wages, and employment policies. Training has to be designed to respond to these.

Manpower composition changes-

Changes in the staff composition due to resignations, dismissals, layovers, retirement and other factors result in changes in internal ratios of manpower. This not only alters the demographic ratio and quality of experience but also may change the education level. Hence training need is justified.

‘Training needs’ also need to be identified because of the changed character of managerial work force