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Training Need Identification
Training & Organizational Development
Training Need Identification
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Hi,
I was looking for suggestions on preparing the Training Need Identification Questionaire. If anybody can help on that.
Thanks,
Pooja
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Forums » Topic Forums » Training & Organizational Development » Training Need Identification
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Training Need Identification
posted at 2/28/2008 7:02 PM EST
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Hello Pooja. Are you planning on surveying employees or their managers? Also, will you be doing a task analysis, or is it just an I want survey? There are many ways to skin a cat.
Les Allan Author: From Training to Enhanced Workplace Performance Business Performance Pty Ltd |
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Training Need Identification
posted at 2/28/2008 8:52 PM EST
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Posts: 7
First: 11/6/2007 Last: 4/24/2008 |
hey!
this is a survey to design the training calendar for next year and will be done with the agents, so that we can get a feeler what are the important areas for which they want trainings.(Tech/NonTech ) |
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Training Need Identification
posted at 3/2/2008 7:05 PM EST
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
My experience is running a quick and dirty survey will give you quick and dirty results. Employees will give you what they want or what they think they want instead of what the organization needs. When the time comes to attend and push comes to shove, time is tight and their supervisor is yelling at them to get the job done, only the brave and underutilized end up turning up. An all too common gripe I hear is, We organized what they asked for and nobody turned up.
If this approach has worked for you in the past or you have lots of idle money looking for a change of hands, then use the employee survey approach. Another approach that will get to the real needs is to sit down with supervisors and managers one-on-one or in a group meeting to identify the burning skill deficiencies that are holding the organization back. To structure the discussion, spend time discussing (1) current operational issues and (2) future strategic directions. You should end up with a list of needs in one or more of the following areas: -management, leadership and supervision skills -soft skills, such as communication and conflict resolution -regulatory compliance, such as environment, health and safety -HR processes, such as performance management -business skills, such as strategy, planning and process improvement -technical line and staff skills, such as telephone etiquette and inventory management You can make sure that training fills a real need by getting together with managers and engaging in a two-way dialogue. Surveying employees or their managers is one-way communication and the time they spend on the survey will be the quick five minutes available between other more important jobs. Les Allan |
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Training Need Identification
posted at 3/2/2008 9:27 PM EST
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Posts: 7
First: 11/6/2007 Last: 4/24/2008 |
hey les,
that was definitly a good piece of info. and that really makes sense to me,thanks so much for sharing your views, i appreciate all your help and interest taken in replying to my query. I might bother you again Thanks |
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Training Need Identification
posted at 8/28/2008 4:18 PM EDT
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Posts: 1
First: 8/28/2008 Last: 8/28/2008 |
Hi,
I am kumar from malaysia, working for a pay tv company. I am seeking some guidance and advise on how to create career pathing for technical staff. At the same time, i'm looking at developing technical knowledge/functional knowledge/job specific competencies. I need all of your guidance in this aspect as well. thank you. Mike [/quote] |
Forums » Topic Forums » Training & Organizational Development » Training Need Identification
