How a Training-Specific Analysis Should Be Conducted
Before conducting a corporate training session, organizations always focus on carrying out a training-specific analysis. The primary objective of conducting this analysis program is to identify and evaluate the gap between the expected and the current performance of its employees.
According to training co-coordinators, a performance analysis program is the first step towards a successful training program. It helps in indentifying the deficiencies therefore assists in designing training programs to cater to requirement of filling the gap between the actual and expected performance. The analysis program enables the training manager to determine the training objectives and plan a process flow as per the learners’ requirement. Thus, they can design a training program, which is relevant to the company’s workforce.
Here, we have come up with a few tips that help in conducting a training-specific analysis, which is effective and functional at the same time.
1. Observing your employees’ daily task and the methods they are applying for doing these is a great way to identify their strengths and weaknesses. Training co-ordinators need to have an understanding of several key data pertaining to the employees of the organization, such as assignment of tasks, time management skills, daily challenges faced. Identifying these traits will enable the determination of training needs of the employees.
2. Through informal conversation with employees, one can identify and explore their key deficiencies. If you know what kind of problems they are facing at work, it will be a lot easier to design a training program that is focused on improving their skills. The success of these programs lies in how effectively you can devise better ways for your employees to deal with the problems that they are facing at work.
3. Formal questionnaires can be framed to request opinions from employees about their personal skill and proficiency. The questionnaire can be structured in a way that can be used to understand the difference between the current skills and the expected competency level to accomplish a particular job. It is likely to establish the areas, where employees need specific support.
4. You can even conduct a skill test session to discover competency levels of employees and their capability in performing jobs associated with a particular task. Through this process, training co-ordinators can understand how the knowledge and training should be imparted to refine their existing skills. Such tests are highly effective to evaluate the expertise of a particular employee in terms of his skills.