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How is a training needs assessment performed?

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Posted by Jose Barreto on March 1, 2010 at 3:55 am

There are several techniques that can be utilized separately or in combination with each new. More than one tool should be considered to get a better view of the big picture, however, which tools are used should be left up to company.

Meet with management: Since most supervisors are involved with the planning of projects and the future of the company, they know what will be needed. They should be able to communicate where their employee’s current abilities lie and what is needed to get them to the next level for new projects on the horizon.

Conduct focus groups: Focus groups allow for small group interaction, allowing the assessor to uncover details about their target audience. Brainstorming is encouraged allowing for an exchange of new ideas and a revelation of what training may be needed. They should be at least ninety minutes long to initially break the ice and for participants to become comfortable enough to express their thoughts. Depending on time limits, focus groups can be held once or repeatedly.

Conduct surveys: Surveys are advantageous because many folk can be polled in a brief period of moment. Additionally, surveys offer employees with the chance to concede a demand on newspaper that they may be overly embarrassed to acknowledge needing in a face-to-face encounter. Surveys should go the kind of a questionnaire and can include close-ended or unrestricted questions, or a series of both. Close-ended questions expect the respondent stoppage within sure perimeters establish by the individual who created the study. Being that the answers are limited, tabulating the information is easy. Open-ended questions permit an employee to offer more feedback and present original ideas that may not get been considered initially, although tallying the results may be more hard. A better alternative during the introduction of a study would be to include a combination of both close-ended and unrestricted questions.

Meet with employees: Discuss what struggles they may be facing from day-to-day and what would make their job easier and more efficient. Remember to keep them focused on what they need rather than what they want.

Review company goals and mission statement: A brief review of the company’s past and where they are headed for the future may reveal valuable information for training. A comparison should be made of what employees are currently doing and what will be expected of them as the company continues to grow and change.


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