In providing a suitable training program, how do you assess the needs of the employees?

Training needs can be assessed by analyzing three major human resource areas: the organization as a whole, the job characteristics and the needs of the individuals. This analysis will provide answers to the following questions:

• Where is training needed?
• What specifically must an employee learn in order to be more productive?
• Who needs to be trained?

Begin by assessing the current status of the company how it does what it does best and the abilities of your employees to do these tasks. This analysis will provide some benchmarks against which the effectiveness of a training program can be evaluated. Your firm should know where it wants to be in five years from its long-range strategic plan. What you need is a training program to take your firm from here to there.

Second, consider whether the organization is financially committed to supporting the training efforts. If not, any attempt to develop a solid training program will fail.

Next, determine exactly where training is needed. It is foolish to implement a company-wide training effort without concentrating resources where they are needed most. An internal audit will help point out areas that may benefit from training. Also, a skills inventory can help determine the skills possessed by the employees in general. This inventory will help the organization determine what skills are available now and what skills are needed for future development.

First, with the possibility of training that can provide the needs of importance and practical for the following

1 employee ability to absorb programs and modern ways

2 Practical ability to achieve the employee's practical output

3. Employee readiness to develop the science curriculum to achieve success

I am not a Training and Development specialist, however, I have trained and developed individuals and have had dozens of people under my leadership. I am a HOTEL MANAGEMENT professional and I may speak my opinion on those terms alone. In my opinion, if I am to develop training programs I would observe and measure the feedback of my clients first and foremost. My clients will tell me EXACTLY what I need to know. How do you measure your clients' feedback? Establish surveys that ask your clients on the different aspects of your service. Most of the time your loyal clients will answer, and some new clients as well. I HAVE ACCUMULATED SURVEY RESULTS in my job before. When you gather the feedback, you can notice which points are excellent and which need improvement. FROM THERE, you begin to create training programs targeting those specific areas. HOWEVER, before jumping into training. I would speak to the LINE MANAGERS about the results, and discuss how we could create & implement those training programs. AFTER THE ESTABLISHMENT OF THE TRAINING PROGRAMS, the managers would be held accountable to make sure all their teams are well trained and consistently OBSERVED / monitored to ensure that the training has become effective. RINSE AND REPEAT - meaning, just keep repeating the above process until your clients' feedback IMPROVES!

I HAVE DONE THE ABOVE BEFORE AND IT WORKS. I hope I answered your question.

Hello Folks,

This is how I do.

first I would check below...

1. Where do we want to be? 2. Where are we? 

Once target is clear, We do asses TNA by series of observations based on Live demo, Practial questions, checklists.

Have clear strategy and training plan ready, which will address all needs that are observed. Take approval for Training plan after though discussion with team.

Start training by focusing 70% On the job & 15% classroom, 15% fun way(Retreat, Cinema, Outing, Clubbing). 

I am open to questions, suggestions & feedback. 

Thanks in advance

Amit

Most companies, their employees will undergo Training to be effective on thier respective job. If an employee requires to under training. I will sent theme to the oganized training center to let theme learn all necessary tools and knowledge they can use on their career. Asides they were taught and be oreinted off the kind of job they have to face.

Businesses with a culture of training are seen as quality organisations. Having a 'training champion' in senior management is essential for successfully implementing your training initiatives. To develop a strong training culture, you must understand the benefits of training. This knowledge will help you make informed decisions, and will support members of staff who will be responsible for managing the training.

Follow below things to achieve successful training

1) Question and Answer session

2) Create Target group and do feedback sessions

3) Process map study and gap analysis

I believe the training should be made customised on the basis of the requirment  to performing and lead. Everyone is unique and different from each other. Everyone have different skills and caabilities. There are universal trainings which can be given for all as it will benefit when everryone have same goal.

Clearly, some training needs will be universal, and will apply to many, if not all, of your team members. However, everyone on your team is unique; they have different skills, different levels of understanding, and different responsibilities and objectives

We mixup with employee, a kind word for him, a short discussion about family, a brief check in to see if hey need any thing. Give him a chance to offer suggestions about his work.

Provide an accurate job description, His/her purpuse in the organization and get the feed back.

Take care of their monetory need and compensate with quarterly or annual financial rewards of his/her dedication.

Provide safety and security and develop a clear communication path, maintain an open door policy and addressing employee issues as soon as they are identified.

BY CONDUCTING A SERVY REPORT