Four Steps to Analyze Your Organizational Training Needs

Each organization and government body approaches training differently, as I have spoken with many different organizations and governments about the topic on a daily basis. They tend to fall into one of two categories when it is about employee development: proactive or reactive. Although there is always an immediate need for training, the most successful companies plan their training well in advance. I encourage my clients to be proactive in identifying their future and current goals for their skilled workforce. New Horizons has created a free resource to help organizations align their training plans with the needs and wants of their employees.
1.) 1.) Start with Training Surveys
Questionnaires allow employees to share their views on training plans without one voice being heard over the others. Although useful in providing a 10,000-foot view of training needs, the data may not reflect the most critical needs for the bottom line.
What are the benefits of a Training Survey?
The New Horizons Training Needs Analysis Survey, which is free to use and can be customized for any organization, is an electronic reporting tool. It provides a detailed summary of the most urgent training needs based on employee feedback. Here are some of the benefits of conducting a Training Survey.
1. Smarter Budget Planning
Everyone doesn’t have the budget they want. The number one challenge for our clients is to get funding. Many of our partner organizations have been able to justify their budget requests by conducting a survey on staff needs.
2. More efficient use of time and resources
Coordinating training is complicated. Some companies send their employees to conferences or training in other states. These events can be costly, but we often forget to consider the effort and time that goes into planning. Managers can conduct a survey to help them account for logistics before they become problems.
3. Improved employee feedback for their training
Employee empowerment has been proven to increase morale, and to improve employee retention. Some of our customers were able to create employee development plans that lasted three years.
One satisfied customer
“Identifying the strengths, weaknesses, goals, and potential goals of each member of my team was more difficult than I expected. New Horizons was able support us by creating a Training Needs Analysis Survey which identified the level of experience and responsibilities across our team. They recommended a personal development plan for each employee. The data I received helped me strategically align my budget with the most important needs, and gave our employees a clear vision about their professional development goals.
Barry Dieser, Director IT, Jensen Precast
2.) 2.) Conduct Leadership and Management Interviews
Individual meetings with business leaders within the organization. Connecting the dots between training that is desirable and what is necessary to achieve the organizational goals. Managers can sometimes misdiagnose problems. This is a great way to identify perceived problems.
3.) 3.) Engage in Focus Group Interviews
Focus groups are a continuation of interviews. They involve small group discussions led by an experienced facilitator. While the group process is effective in producing qualitative data, it will not produce the best quantitative data if it is used alone.
Although most organizations have enough data to begin building a Training Strategy using the three-pronged approach ( 1) Surveys (2) Interviews and 2) Focus Groups), some organizations may need more.
Unbiased reviews of business processes and standards documentation can reveal training needs that were not previously thought to be “solved”.
Cognitive Task Analysis (CTA), is the study of people’s knowledge, their thinking, and how they learn to achieve a desired outcome. CTA can be used to improve performance by observing participants from outside.
There is a lot of information in employee performance reviews about the skills gaps of employees. Organizational training requirements are more apparent when assessed on a larger scale.
It is possible to measure quantitative and qualitative results by incorporating skills assessments into training programs.
To continuously assess the effectiveness and efficiency of training initiatives, some organizations will set up internal or external advisory boards. NHLG has an advisory committee made up of like-minded customers.
4) Partner with an Outside Organization to Get Results
Truer results can be achieved by having an outside organization conduct surveys and interviews. People will feel more comfortable sharing information and answers that they might not be willing to share without a third party mediator. Outside organizations can also provide impartial analysis of the data.
New Horizons Contribution To Your Budget
You can also get up to 40% New Horizons funding when you complete the training needs survey. This is possible through the use Learning Credits. These are great for people who require flexible and diverse training solutions. You may not find the right solution for your organization if you have diverse work forces, skills, and responsibilities.
Connect to Understand You
We know your company and can help you develop employees through training. Together, we can identify the real issues and areas for improvement and create a solution that is right for you and your company.
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Author: Victoria