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Until you have following:
- Fund
- Skills' gaps that requires training arrangement
- Developmental needs to boost or maximize performance which will require training also
- You maintain employee satisfaction
Thank you very much for the invitation and was waiting for an answer specialists to benefit
we apply the training analysis needs to all company employees and make yearly plan
Identifying the training needs for trainees by the course designers is a crucial stage in the training process. Training needs assessment can be undertaken for many reasons, thus its purpose should be defined in advance. In general training needs assessment takes place when the training course designer starts to analyze the trainees needs for learning and their characteristics. The analysis includes the trainees' skills, learning styles, the purpose of training, and the setting where training takes place. More interestingly, Janet Grant (2002) states five methods of needs assessment, be they :
1-" Gap or discrepancy analysis."
2-" Reflection on action and reflection in action."
3- "Self assessment by diaries, journals, log books and weekly reviews."
4- "Peer review."
5- "Observation."
References:
Grant, J. (2002). Learning needs assessment: assessing the need. Bmj,324(7330), 156-159. doi:10.1136/bmj.324.7330.156
The needs analysis should address skills and competencies required to be successful on the current job and aspiring roles in the career path. Identifying the skill gap will lead to more success from the training attended. Ideally a half year review would help. It is time intensive but worth the effort in the long run.
Seems like a combination of top down and bottom up analysis would be helpful. It seems like the people doing the real work always have great insight into organizational systems.
If you are aware of 'moments of truth', then the TNA can be drilled down to the minute details of the moments of truth.
