Any organization that prioritizes its employees’ training and development program is more likely to grow as an organization in the long run. Training serves as the foundation of any successful organization. Employees who receive the proper training are more productive, efficient, and satisfied with their job. A good corporate training program can have a positive impact on the organization as well. But before conducting any training program, it is very important to identify the reason behind imparting a training session. If you want to provide better training, start by creating a checklist that addresses the specific needs of the people involved.
But, before identifying the training needs of the organization, it is very important to identify the training gaps. Determining the training gaps will ensure that the training programs are directed toward filling in the training gap.
First, let’s understand what a training gap is?
Training gaps are the differences between your desired and actual outcomes from an employee or team. Training gaps can occur in organizations, teams, and individual employees. Employees or teams may lack hard skills (job-specific skills) or soft skills (general skills like communication and critical thinking).
Having training gaps is completely a normal thing. Even the most experienced organizations may need to address gaps between training expectations and actual outcomes.
However, the finest companies conduct a training gap analysis regularly to identify and address performance issues as they arise. These companies can adjust their training to provide their employees with the new skills they require by determining their training needs. It could be in variety of areas from hard skills like Sales Training or soft skills like POSH training for employees.
Therefore, it is very important to understand what is a training gap analysis?
A skills gap analysis can help you identify training needs for individuals, teams, and your entire organization. It shows where your employees are now in terms of skills and knowledge, as well as where you want them to be in the future. A skills gap analysis can help you identify gaps in your teams, organize training plans, and set career development goals.
Skill gap analysis can also serve as a post-training evaluation tool. Suppose you know that your employees lack communication skills because of which they are not able to conduct sales calls. Then, it makes sense to train them on that skill and compare how much they’ve progressed. You can be confident that your training is effective if you notice a significant improvement. Otherwise, you may want to experiment with a different training method.
The major benefits of conducting training gap analysis are:
Identifying the skills required to achieve those objectives
Recognizing current employee knowledge
Monitoring the effectiveness of training
Choosing an Effective Training Platform
Now that we understand the training gap and what training gap analysis is, let us look at the steps involved in conducting an effective training need analysis.
1) Establish Objectives for the organization
Before evaluating and assessing your employees’ baseline knowledge, it is critical to establish some goals. Ask yourself and your leadership team the following questions:
What are the objectives of our organization?
What corporate goals are we attempting to achieve?
Where do we want our organization to be seen in the coming months?
Consider where your organization is now and where you want to go. Examine your goals and objectives to see if you’re on the right track.
Clarifying your goals will allow you to assess where your employees are and what they still need to accomplish your company’s objectives.
2) Measure the overall performance
The performance of any organization can be conducted on two levels-
individual level and organizational level. Examine them and determine which aspects are lacking or performing below your expectations. You’ll want to refresh and improve all training, but identifying these key areas will help you prioritize. Devote the majority of your time to these areas and gently touch on what people appear to be doing well.
There are several ways to find out the performance:
Examine individual employee key performance indicators (KPIs) to determine how each employee contributes to the business.
Conduct employee skill assessments, surveys, and/or interviews.
Establish a 360-degree feedback process in which you determine your employees’ current skill set by soliciting feedback from everyone who comes into contact with the – peers, line managers, etc. – as well as having the employee tell you where they see their skill gaps. You can also look at individual and team performance reviews to see what skills employees and teams are lacking.
3) Contrast the organization with others.
Comparing the organization to its competitors will assist in determining what the key specific areas of improvement are. You should ask questions like:
What are they doing that you are not?
What methods are they using to help them succeed?
Why are they attracting more business?
You might want to join other organizations that are achieving enviable results. Many current policies may need to be revised, as well as new technology implemented. When things change, everyone will need a refresher course.
4) Consider your field.
Before starting a job, everyone goes through some sort of basic training, and some of it may even be required by law. Everything varies depending on the industry. How familiar are the members of your organization with industry trends and standards? Try giving them a bigger picture.
For example, if the industry is clothes manufacturing, then you need to identify the future trends that are going to come? What changes might come in the market? Which jobs have the potential to become automated? What skills needs are currently on the rise? Which currently not yet existing positions will your company need?
5) Invest in customized training programs
Use your training budget wisely. Instead of spending money on generic training programs, you can offer customized learning paths based on the strengths and weaknesses of each employee and team. Doing this will ensure that all the resources like time, money, and energy are directed towards achieving a specific objective.
6) Curate a solution
After you’ve determined the source of the performance issue, the next step is to devise a solution. This stage connects analysis to action by identifying the best possible solutions. The result is a training needs analysis report that suggests a course of action. The goal is to first focus training efforts on the employees and skills that will make the most of a difference, and then determine what type of training will be most effective.
At this stage, questions can be asked like:
Where would increased knowledge and skills have the greatest impact?
What operational parameters should any training solution have?
Based on the content and context, which modalities will be most effective?
Now that the training requirements have been identified, as well as the areas for improvement, the training sessions can begin. It is critical to hire professionals who can create customized solutions to conduct result-oriented training sessions. A professional team brings a plethora of data and expertise that can easily have a massively positive impact on any organization.
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