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Effectively identify employee-training needs with these 4 steps

by , 23 December 2015
Ongoing staff training is widely considered to be extremely important towards the overall effectiveness of many businesses.

In other words, ongoing staff training can greatly help towards unleashing your employees' overall performance in the workplace.

Now, before you can conduct training, it's a good idea to carry out a training needs analysis. This will help you to identify any training areas among your staff that require attention and development.

Here are 4 steps to follow in carrying out a training needs analysis.

Step#1: Find out what skills are present within your company

Carry out a survey to see what the current qualifications, training levels and the skills that are currently available within the company. This could be done by getting all staff members to fill out a 'staff update form'.

NOTE: Stipulate a deadline for the return of the forms, and also keep a register for those who have returned their forms.
 
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Step#2: Analyse the skills required

There are two skill areas you need to analyse with regard to training. They are:

1. Job description

One should structure jobs around the capabilities of the employee, but very often the job descriptions of an employee can outweigh her actual capabilities. So analyse this.

2. Performance appraisal

Identify the developmental areas along with any training that may be required to equip employees with the abilities to meet their key performance goals.

Step#3: Identify what type of training is required

There are 3 main types of training, namely:

1. Statutory training:

This is legally-required training for employees with specific skills.

2. Vocational Training:

This consists of skills programmes or training that is targeted at a very specific skill.

3. Developmental training

Developmental training is external training for degree or diploma purposes.
 
*Would you like to find out what Step#4, is? Then subscribe to the Practical Guide to Human Resources Management today. 

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