Training Needs Analysis in Organizations

This essay focuses on the training needs analysis approach and its significance in organizations. It discusses various approaches such as surveys and group discussions, and emphasizes the importance of training in human resource development. The essay also provides recommendations for improving communication and analytical skills.

Running head: human resource development
Human resource development

Human resource development
“Training needs analysis in organizations”
It has been observed that training needs analysis is concerned with evaluating the exact
requirement of training in the workplace. Training is one of the essential aspects in the
workplace as it can be stated that without training the employees are not able to be efficient
towards their work. In this essay, focuses will be on the training need analysis approach and also
its significance. Also, the reflection will be on the overall experience in relation to the training
need analysis.
Training need analysis approaches
In the workplace, training need analysis plays an important role in collecting the data on the
situation which takes place and also the actual requirement is taken into consideration.
Approaches in the workplace which take place in relation to training need analysis are various
like Surveys. It is one of the effective ways in context to training need analysis in which the
surveys and polls are done to gather the accurate data. There are various questions which are
asked in the survey and by answering them, the top management get proper insight of the
operations that should be considered in the workplace. This is one of the best approach through
which it can be easy to reach the large audience in less time and also it is not a costly method to
collect the data (Nardi, 2018).
Group discussion is considered as the method through which proper training need analysis can be
done. Through group discussion, the management do face to face interaction with the employees
and also focuses on the factors related to role evaluation, group issue evaluation and group goal
setting. By taking into consideration various opinions, it can be easy for the authority to take
accurate decision in context to the basic need of training in the workplace. This approach will
also assist the participants to be a problem analyst and also it will help to enhance the skills of
the employees related with listening and speaking (Boavida et al., 2016).
It is also important to review the records in the workplace and also this is the approach which is
related with training need analysis. The records related to production, quality control, grievances
safety report, absenteeism and turnover statistics is considered to find the authentic data. This
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approach can assist in analyzing the problems on which management should emphasize by
offering training and development sessions in the workplace (Stewart and Shamdasani, 2014).
Training need analysis significance
The approaches discussed in the first phase are important to be considered so that it can be easy
to evaluate the training requirement in the organization. It can be analyzed that if proper training
is not there in the workplace then it can be difficult to boost the culture of the company in the
highly competitive business world. Training need analysis is a concept that can help the workers
to maintain their relation with the other employees working in the company (Ford, 2014).
Training need analysis significance is related human resource development. HRD is a concept
which is related with the skills of the employees in the workplace and it is important for the
management to boost the skills so that positive outcome can be attained. Through TNA, it can be
easy to gather the information related with managing the activities of the company and also it
will help to attain the positive results (Budd and Hannum, 2016).
To develop the skills of the employees it is important for the company to offer training sessions
to the employees so that their knowledge towards work can be enhanced. HRD is a method
through which the organization can emphasizes on setting the targets in the workplace and also it
will help the employees to learn the new concepts. So, by evaluation of the training requirement
can be done by the management with the help of the concept TNA (Anvari, 2017).
By considering the requirement of training the higher authority can easily emphasize on giving
accurate direction to the workers. The employees require the right direction by the top authority
and by giving them direction it can be easy to enhance the efficiency in the workplace. It will
also assist in considering appropriate tools that will fulfill the need of the employees towards
their work (Kluge, Nazir and Manca, 2014).
Training need analysis focuses on giving the training according to the requirement of the
employees and it also assist the company in attaining the positive outcome. If TNA is done by
considering the different sources then it will easy for the management to take correct step and
also the problems within the workplace can be minimized. It can be collected with the less
efforts and it minimize the disturbance in the work of the employees (Farmer et al., 2017).
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Human resource development
So, it can be stated that TNA is important factor that should be taken into consideration by the
higher authority. It can be done by considering the approaches related to Survey, group
discussion and analyzing the records of the company.
Achievement till date
I have gained lot of knowledge in academics. I pursued business studies course and at that time I
achieved subject knowledge related to human resource development and business management
skills. However after analyzing the job requirement in the market, I have identified that there are
certain personality skills which is needed to be developed. The personality skills related to
communication and analytical skills. I observed that communication is one of the factors that
showcase the personality of the individual and it is important for the person to have proper
communication skill so that it can be easy to interact with the audience. Also the factor related to
communication skill is one of the parts of human resource development. So, it is important for
me to improve the communication skill so that I can develop my personality. Also, analytical
skills are important as it can help in managing the entire activities. If analytical skills are not
there in the individual then it will be difficult to have an appealing personality. So, analytical
skills should be possessed in an individual as it can help in boosting self-confidence.
Recommendation
Therefore, to develop the skills it is important for me to take interactive sessions so that
communication skill can be developed. Communication skill can help in maintaining the overall
activities and also people can share their views and opinions in an effective manner. To enhance
my communication skill, I am planning to attend the interactive or group discussion so that I can
learn how to interact in the large audience. So, it is important to take counseling from the
different universities so that knowledge can be boosted of the different courses and also it will
help in maintaining the overall activities in the routine basis. Communicative sessions should be
attended so that new words can be learned which can help to improve my communication skill.
For enhancing the analytical skills, I will be required to attend the classes in which quiz are
played so that thinking pattern can be enhanced and also it will help me to think out of the box.
To boost my thinking pattern, the training related to innovative thinking should be taken so that
it can be easy for me to think in a different manner and also it will help to develop my
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personality. Improvisation in my personality can be made if I focus on interactive sessions and
also in group discussion.
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References
Anvari, A.F., 2017. Providing the Applicable Model of Training Needs Assessment in
Organizations. Marketing and Branding Research, 4(4), p.322.
Boavida, T., Aguiar, C., McWilliam, R.A. and Correia, N., 2016. Effects of an in-service training
program using the routines-based interview. Topics in Early Childhood Special Education, 36(2),
pp.67-77.
Budd, M.L. and Hannum, W.H., 2016. A New Vision for HRD to Improve Organizational
Results. Educational Technology,3(5) pp.21-25.
Farmer, E., Van Rooij, J., Riemersma, J. and Jorna, P., 2017. Handbook of simulator-based
training. Routledge.
Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Kluge, A., Nazir, S. and Manca, D., 2014. Advanced applications in process control and training
needs of field and control room operators. IIE Transactions on Occupational Ergonomics and
Human Factors, 2(3-4), pp.121-136.
Nardi, P.M., 2018. Doing survey research: A guide to quantitative methods. Routledge.
Stewart, D.W. and Shamdasani, P.N., 2014. Focus groups: Theory and practice (Vol. 20). Sage
publications.
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