Approaches to Training Needs Analysis in Organizations

This article critically discusses various approaches to training needs analysis in organizations and highlights its significance. It emphasizes the importance of analyzing the actual training needs of employees and how it can contribute to human resource development.

Human resource development

HRD
Critically discuss approaches to training needs analysis in
organizations and its significance
Training needs analysis is related with identifying the need of training in the business. It can be
observed that training need exist when employee do not have knowledge and skills to perform a
specified task. In the paper, emphasizes on analyzing different approaches related to training
needs analysis in the workplace and also its importance. In the last phase of the paper, own
experience will be highlighted.
Approaches related to TNA
Training needs analysis emphasizes on gathering the information on both recent situation within
the workplace and its actual needs. It can be examined that there are various approaches to
training needs analysis. The concept is related to interviews of the workers and managers. To
focus on the training need analysis it is important to consider the views and opinions of the
employees and managers so that according to that right steps or decisions can be made in the
workplace (Boavida et al., 2016).
Group discussion is also one of the approach through which it can be easy to emphasize TNA.
By group discussion, the interaction can be made face to face and also it can emphasize on the
role analysis, group problem analysis and group goal setting. By considering the different views
and opinions, the management can take right step according to the actual requirements in the
workplace. Also, it can help the participants to become problem analysts and enhance the
listening skills (Bell et al., 2017).
The next approach is related with Questionnaire. It can be in the form of surveys or polls in
context to the employees working in the workplace. To design a questionnaire, various question
formats can be used like open ended, forced choice and priority ranking. With the help of this
approach it can be simple to reach the large number of people in less time framework and also it
is relatively inexpensive (Nardi, 2018).
There can be others sources of information that through which TNA can be done. By reviewing
the different sources like production records, quality control reports, grievances safety reports,
absenteeism and turnover statistics it can be easy to analyze the actual information. It can assist
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HRD
in revealing the issues that should be considered through training and development efforts (Ford,
2014).
Significance of TNA
So, these approaches are important to be taken into consideration as it can help to analyze the
actual need of training in the workplace. It can be observed that without effective training it is
not easy for the workers to be efficient towards the operation of the organization. So, TNA is one
of the essential factors which are considered as it essential to focus on boosting the relation of
the employees in the workplace (Manuti et al., 2015).
The significance related Training need analysis is to focus on human resource development
(HRD). If proper training is given to the employees then it can easily enhance or boost their
skills in the workplace. They get the knowledge of controlling the operations in the workplace
which can results in enhancing the growth of the company. To develop the skills and knowledge
of the employees it is necessary to focus on the programs so that it the skills of the employees
can be boosted (Sung and Choi, 2014). Human resource development is one of the aspects that
should be taken into consideration by the management as it can help the company in
accomplishing the set targets. The mindset of the employees can also be developed by
considering the appropriate training method by focusing on TNA (Bell, Bryman and Harley,
2018).
If the need of training is identified in the workplace then the management can focus and give
right direction to the employees. Right direction is necessary for the employees in the workplace
as it assist in enhancing the efficiency of the employees towards the work. Also, it will help in
focusing on the correct methods that will help in meeting the requirement of the employees in the
workplace (Pollock, Jefferson and Wick, 2015).
If TNA is taken into consideration then training will be systematic and also planned which will
help the organization to enhance the growth in the market. If emphasis is given on training need
analysis through other sources of information then it will provide and objective evidence of the
outcome of the issues within the group or the agency. It can also be gathered with the minimum
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HRD
efforts and reduce the interruption in the working pattern of the employees (Lacerenza et al.,
2018).
Therefore, it has been analyzed that TNA is essential aspect that is important to be considered by
the management. There are various approaches like questionnaire and interview with managers
or the employees which should be considered. It has been seen that if proper TNA is done in the
workplace then it can be easy for the top management in boosting the skills and knowledge of
the employees which can result in HRD.
Own academic achievements to date
It can be observed that training is important in the workplace as it can help in accomplishing the
set targets. At the time of pursuing my degree course I was working in the ABC Company, it has
been seen there is a need of training in relation to the latest technology adopted by the
organization. The technology is changing at the fast pace, so that need of training is important for
the employees. So, in my workplace there is a need of training as employees don’t have proper
knowledge to manage their activities with the latest technology adopted by the company.
By analyzing the overall downfall in the performance of the employees, the management focused
on TNA. In this views and opinions were considered of the employees through the source of
interview and then at last the outcome relates with the training need in relation to the technology
adopted by the company. So, management focused on giving training to the workers so that it
can be easy to boost the productivity and also performance of the employees in the workplace.
Sessions related to the use of the latest technology were taken which boost the overall skills of
the employees and resulted in HRD. By giving training the overall performance of the employees
enhanced and also profits are attained by the company in the competitive market.
Recommendations
Also it has been suggested that company should focus on giving personal training to the
employees but it is important to focus on the needs. If the employees require the training of the
latest technology adopted by the company and if company gives the training to collect and
manage the data then it can create difficulty for the employees. It can negatively effects on
operations of the organization and can also reduce performance of workers. With this the
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capability of workers towards work will be not analyzed. So, it is suggested that employees
should be given training according to the needs and also by considering the skills acquired. HRD
is also one of the factor on which the management should emphasize so that growth can be
attained in the workplace and it can be done through proper training. Through interactive
sessions and conferences it can be suggested that personal training needs will be satisfied. So, it
can be stated that proper training should be given to the employees so that growth can be attained
in the market.
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HRD
References
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., 2017. 100 years of training
and development research: What we know and where we should go. Journal of Applied
Psychology, 102(3), p.305.
Bell, E., Bryman, A. and Harley, B., 2018. Business research methods. Oxford university press.
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.
Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Lacerenza, C.N., Marlow, S.L., Tannenbaum, S.I. and Salas, E., 2018. Team development
interventions: Evidence-based approaches for improving teamwork. American
Psychologist, 73(4), p.517.
Manuti, A., Pastore, S., Scardigno, A.F., Giancaspro, M.L. and Morciano, D., 2015. Formal and
informal learning in the workplace: a research review. International journal of training and
development, 19(1), pp.1-17.
Nardi, P.M., 2018. Doing survey research: A guide to quantitative methods. Routledge.
Pollock, R.V., Jefferson, A. and Wick, C.W., 2015. The six disciplines of breakthrough learning:
How to turn training and development into business results. John Wiley & Sons.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal of
organizational behavior, 35(3), pp.393-412.
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