Training Needs Assessment for Business Performance

Running Head: TRAINING 0
HRM

TRAINING 1
Individual training needs assessment is crucial for business performance
Training needs assessment is a process for which every organization undergoes for
determining the requirement of training in certain period. It helps in allowing the individual
to improve their knowledge and skills. In recent time, individual training has become
essential aspect of the human resource management. It not only helps in improving the
knowledge, skills, and attitude of employees but also motivates them (Alasadi and Al Sabbagh,
2015). In today’s business environment, it requires each of the individual to perform the
complex task in more effective, efficient, as well as safe manner. Training is required when
any of the members are not performing up to an expected level of performance. In addition to
this, it also helps in improving the overall performance of organization (Cekada, 2010).
Hence, whenever training program is required to be conducted, there is need to assess the
needs of individual training in the organization. In this way, before starting a training
program, it is essential to carry out the training needs assessment.
Training needs assessment is one of the crucial steps that need to be undertaken before
commencement of any training. Training needs assessment is the process of finding out
whether there is proper need for particular training or not. The major emphasis of the training
program is to impart the new skills, knowledge, or abilities so that performance of individual
person can be taken to the new dimension. Training needs assessment is done whenever a gap
between the actual and expected performance between an individual, and group is being seen.
In this way, the first step in the training needs assessment is to find out the gap in individual
performance. After the identification of problem, training needs assessment check whether
these problems can be solved through training. It is true that training requires the
commitment of time, money as well as several resources (Lakshminarayanan, Pai and
Ramaprasad, 2016).
Training on an individual or personal level finds out whether the person require some
competencies in order to meet the expectation of any different or new task. It is founded that
whenever any individual is performing poor, training needs assessment helps in identifying
the reasons for such poor performance and address the deficiency. Knowledge regarding the
individual competencies can also be taken from several sources such as personal review,

TRAINING 2
performance appraisal, assessment centre data, and proficiency test. In every organization, a
training needs assessment identifies the individual person current level of knowledge or skill
in one or many of the areas (Noe, Hollenbeck, Gerhart and Wright, 2017). Based on it, it
finds out the competency level required for their specific position or any other position within
the organization. In this way, rather than making assumptions that every employee requires
the similar kind of training, management can make the informed decisions regarding the
proper way to address the gap of competency among individual employee.
It is founded that assessment of training needs assessment should be done in methodical and
elaborate manner is required to be comprehensive. These are required to be trained either on
the soft skills or on the technical skills. It is true that training need differs from organization
to organization as well as from employee to employee. Therefore, it can be stated that
training is essential aspect of every job. In this way, HRD function in every organization
should pay attention to such process for the success of organization. Once need for individual
training is identified, HRD function is required to prepare the checklist of employees. This
will provide the scientific method to the organization in assessing how many employees are
required to assess on what kind of skills (Pfau, 2017).
Effective training needs assessment requires the organization to perform certain steps. In the
first step, it is required to check the performance of the organization as well as staff member.
In is divided into two parts. The first part is associated with the current situation that
determines the current state of knowledge, skill, and ability of the recent of any of the future
employee. Another part is desired actuation. It put emphasis on the required job task or skill,
abilities that are need for accomplishing objective. After fulfilling the step one, the next step
is to identify the same to the organizational realities, goals, or constraints. Therefore,
organization must determine whether the needs that are identified are real or not. In case, if
some of the needs are have no or low importance then it can also do better by devoting the
energies for addressing the problems of human performance. In order to get success,
organization then identifies the causes of that performance problem of individual. After the
identification of personal and organizational needs, it is essential to identify the specific
problem opportunities or areas of the organization. It is true that each organization know its
performance requirement (Jha and Kumar, 2016). Therefore, it can identify whether individuals
are performing their job effectively or not. Besides this, whether employees know how to
perform their job effectively. In case, if employees are performing effectively, then there is