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For years, employee training was viewed as a necessary evil something unpleasant but needed. However, with time it was realized that training could be used to the advantage of the company. When used effectively, training provides the employee with skill and knowledge with relation to the job tasks, which then creates a competitive advantage for the company.
Training is generally defined as the act of teaching a skill or behavior. However, what does this mean in business terms? Simply put, training in business is the investment of resources in the employees of a company so that they are better equipped to perform the tasks of their job. The type of resources invested may include time to learn, money to create programs and develop training materials, training effectiveness evaluation systems, etc.
Training Needs Assessment
The need for training varies depending on the type of organization that is being discussed; a manufacturing company has different training needs than an insurance firm.
How does one decide on a training system? The answer to this question stems from the example above - it depends on the type of organization that is being discussed, as well as what the company wishes to address in the training.
The process begins with a training needs assessment. This assessment ought to be a systematic and objective analysis of the training needs in three main areas - organizational, job, and person.
Organizational needs deal mostly with the skills the company is looking for, the labor force, etc. whereas the job needs focus on the skills that the company views as necessary for a specific position. Then there are the person needs, and these are the most variable needs. Often these needs arise after a gap is seen in the expected performance compared to the actual performance of the employee.
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