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Learn how to identify training needs

When a lack of knowledge, skills or inappropriate attitudes hinders the achievement of the current requirements of a particular task, Training is required. This means that we need to identify training needs, analyse target performance and the current unbalanced area. One aspect is performance another aspect is the training opportunities available.
    7 Most important principles for designing training programs

Learn how to identify training needs

Identifying training needs is the basic and structural component of the training industry. And because the training process in any organization and all the pillars of human resources development is based on this basis, Any flaws in this structure will undermine all the efforts of the institution, Thus enhancing staff skills and capabilities.

Contribution and results of training


When determining requirements, Two important aspects must be taken into account:
1) To what extent does training contribute to a comprehensive solution.
2) As a result of solving performance problems through training and other alternative solutions.
Training may provide a complete solution, It may not provide any part of the solution, Or training may provide part of the solution, It is the most common. When senior managers consider the following factors, The use of needs assessment is becoming more effective:
1) Assess the nature of the current problem and determine the nature of areas that can be solved through training.
2) Categorize training plans by the degree of failure that may occur in the implementation plan. Collecting the necessary accurate data, Whether at the individual level or at the company level, To ensure that the training program (methods and content) is evaluated scientifically and systematically.

Training needs can be described and defined through four main characteristics:

  • Organization or professional field (training site).
  • Benefits come true.
  • The nature of the gaps covered by the training.
  • Schedule of training results.

Thus, identifying training requirements answers five key questions:

  • Where’s the training site ( where)
  • Who should receive training?
  • What is the content of the training? (What)
  • What is the expected impact of training (what)?
  • When are the results of the training fundamentally reflected?

Ways to identify training needs:

The most important scientific methods for identifying training needs can be summarized in three main ways:
Regulatory analysis.
Analysis of processes.
Individual analysis.

Or not: Organization analysis:

When analyzing the organization to identify training needs, The focus is on understanding the place (department, department or branch) that needs training (and training content) to solve the problems experienced by the organization, When analyzing the organization, This is also necessary to distinguish between the two main points:
  • Analysis of the organizational structure.
  • Regulating climate analysis.

Here are some indicators for each type of training:

Analysis of the organizational structure:

Create a new job and cancel an existing job:

  • modifying the responsibilities and responsibilities of certain functions, The description of these posts and the specifications of the occupants are therefore amended.
  • Create new organizational sections, cancel or merge existing sections.
  • Changing the organizational location of some positions.
  • Decentralize some senior positions to fewer jobs that focus on certain jobs rather than distracting them.
  • Create new events or stop some current events.
  • an abnormal function of the work structure, Either because of the increase in the number of workers or because of staff shortages.
  • The committee’s ineffectiveness and the time it takes to issue a decision on the basis of non-licensing.
  • Do not exchange information between different sections.
Analysis of the organization’s climate:
  • The staff complained too high.
  • High unemployment rate and employment of other people (duran).
  • High absenteeism and late working hours.
  • The beneficiary’s complaint rate is high.
  • The poll showed that morale was low.
  • The survey shows that the organization’s affiliation and loyalty are low.

Secondly: Work analysis:

By studying the job description list of relevant entities, functional analysis can be used to identify training needs including the tasks of each job and the specifications required by the incumbents of these positions and through this research can suggest some training indicators such as:
  • Workers and jobs require different skills and abilities.
  •  Some people have academic qualifications or insufficient practical experience to be eligible for the job.
  • An individual’s actual behavior pattern differs from the expected pattern determined by the job description list.
  • Compared to the performance standards confirmed by scientific research institutes, The actual performance of workers is weaker.

Third: Personal analysis:

The focus here is on the actual level of individual performance and the possibility of improving performance through training, The following sources can be used to suggest some training indicators: 

  • Performance evaluation results must be implemented regularly in the organization (official evaluation).
  • Monitoring the performance of heads and heads of subordinates (informal evaluation).
  • Results of tests conducted from time to time at the facility such as skill tests and evaluation centers.

Identification of training needs

Organizations may face administrative positions, In the end, you will feel that they are invalid or invalid in the process of determining training needs. The true meaning of the needs identification process is based on two main aspects:
1- Performance hub.
The focus of training and opportunities. Based on these two axes, You’ll find different types of organizations:
1) An institution well known for its standards, schedules and action plans for the future, As well as the physical and human capabilities that provide them with the necessary training opportunities.
2) According to specific plans, criteria and timetables, Organizations that fully understand the necessary training requirements, However, current training opportunities cannot meet these needs. This may be due to the lack of in-house training institutions in terms of materials and manpower, Or a lack of senior management of staff confidence and support.
3) Organizations that do not have any specific scientific understanding of performance standards or the overall effectiveness system and the nature of the measurement tools required for different work inputs, And it only has current training opportunities, which are usually determined in digital form. Meaning or meaning not added (as a number) in the annual report.
4) Institutions that have a large number of training methods, equipment, equipment and human capabilities, But they do not have human factors in the development of systematic strategies or perspectives related to the training mission, the mission of the entire organization, or the training of your site.
The last lesson in how to identify training needs is the availability of three main areas:
Efficiency: Here we refer to the calculation of the costs and benefits of managing the process.
Effectiveness: Regardless of the efficiency of training, Did we work as a necessary training training Or are we effectively performing unnecessary work or training based on needs that do not exist?
Adaptability: The ability of the system to identify training needs to respond to the needs of current and targeted administrative positions, Thus avoiding a lot of waste in training plans,
Thus avoiding some training traps that often occur in large organizations, Among them are:
1. Repeat the procedure dozens of times because of a particular trainer’s skills and not his needs.
2. The requirements of a particular program are due to the requirements of the meeting or its date, Not the result of its content or subject matter.
3. The same content is repeated every year, Although the new areas of application change and multiplie.
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