Need assessment as a first step of training

Need assessment as a first step of training

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  Needs Assessment asa First Step of Training Design By Abid “Momand”
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  What Need Assessmentis?  Before you choose to arrange or provide a training opportunity for employees; it is very much important to assess the needs of the training.  It is the first step of the training design process and It is a systematic process of determining whether training is necessary or not.  So it can be defined as:  The process of generating information whether training is necessary, who need to be trained, and for what task training is needed.
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  Importance of NeedsAssessment  As first and essential step of training it needs to be carefully conducted if it’s not properly carried out it may cause one of the following problems:  Training may be incorrectly used as a solution to a performance problem.  Training may have the wrong content, objectives, or methods.  Training will not deliver the expected learning, or behavioral change.  Money will be spent on unnecessary training program.
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  The Needs AssessmentProcess  Needs assessment is basically consist of three elements and after the proper analysis of these three components the company will reach to expected point.  The below are the elements to be examined:  Organizational Analysis  Person Analysis  Task Analysis
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  Organizational Analysis Organizational Analysisinvolves:  The determination of whether training supports the company’s strategic direction or not;  Support of mangers for training activities  Training resources (Budget, Time, and Expertise)
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  Person Analysis  PersonAnalysis helps to:  Identify employees who needs training;  Determine employees’ readiness for training  Spot the deficit point in employees performance
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  Person Analysis Process Thefactors that influence a person motivation, performance and learning makes the process of person analysis: Person characteristics Basic skills Self-efficacy Awareness of training needs and goals. Input The instructions tells to employees that what, how and when to perform Output Refers to the expectation of learning and performance standards
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  Task Analysis  Taskanalysis is the description of work activities, including tasks performed by employee and the knowledge, skills and abilities required to complete the job.  For the better performing of a job an employee must have specific level of :  Knowledge ( facts or procedures regarding performance).  Skill ( competency in performing).  Ability (physical and mental capacities to perform).  Others ( facilitated working condition, safety considerations).
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  Cont….  Task analysisshould identify both what employees are actually doing and what they should be doing on the job  Task analysis begins by breaking the job into duties and tasks.  And it should be undertake after the organizational analysis which determine that company wants to devote time and money for training because it is time consuming.
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  Determining Whether Trainingis the Best Solution  Simply,  If employee lack the knowledge and skill to perform a job and the other factors are satisfactory, training is needed.  if poor performance results from faulty equipment, training can not solve this problem but repairing will.  If poor performance results from lack of feedback or motivation then employees may not need training but their manager may need training on how to encourage and to give performance feedback!
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  In conclusion;  NeedsAssessment is a formal step in designing of an effective training program; consist of three essential elements including organization, person and task analysis.  In order to maximize the productivity, efficiency and performance of employees this is the first step to be taken.