The meaning of training needs is: “The total variables relating to his or her information, experience, performance, behaviour and attitudes that must be created in the individual by making the individual suitable for a job or for performing high-level competencies and current job responsibilities. Efficiency. “

It is also defined as identifying training needs: “Efforts to assess the appropriate training needs of trainees, Provided by experts in educational training and scientific methods, Taking into account the basic and secondary needs of trainees, And to pursue the goals required of the trainees. “A training program.

Concept of training needs

A kind of need for improvement in human performance that can be met by structured training.
The term “need” indicates a shortage in a particular area, The term “training” includes the possibility of completing this deficiency through structured procedures, Hence, we use the concept of training needs when we seek to apply an orderly method to address the lack, gap or deficiency of knowledge, skills and trends of the level of actual performance and the level of performance desired in a particular field.

Training Sergeant:

Training is defined as this activity that provides opportunities for the individual to gain experience that increases his or her ability to perform his or her work and raise performance by developing the abilities of the individual by providing opportunities for the individual to learn the skills or information required by the performance of the work. Since the training needs represent the first and basic episode of a series of interconnected workshops, the training process is the understanding of measuring training needs in a precise scientific manner that threatens the training program and leads to failure.

So why do we need corporate training?

I’ve heard more than once that some managers say: Why do you spend all this money on staff training? Wouldn’t it be better to save all these costs and hire qualified people?

I think the concept is old and unhelpful today and has a weak sense of the nature of the business world. Work is not a strict model and our rotina is constant. Reply to meet the needs of its customers.

Organizations always need to recruit qualified and better-able cadres, But does this mean that employees are constantly laid off because they cannot keep up with development requirements rather than try to develop their abilities? I don’t think that makes sense! Because of the resulting job insecurity, And sacrificing experience, In addition to unprocessed companies, their employees will have no viable future, There will be competition.

Training is not just about the present, It’s about the present. The skills employees need to perform their current jobs also relate to their ability to provide them with the skills and requirements to deal with future changes, And that’s only going to come with training, Which depends on research on the training needs of employees.

Ways to gather information on institutional training needs:

Analysis of regulatory records: Staff statistics, Training reports, Individual performance reports, Workforce decisions. Etc.
Official and informal interviews with senior officials.
Direct notes.
General Climate Survey: Find out how employees feel and have attitudes about the work they do.
Brainstorming: According to the work performed by the staff, Through appropriate questionnaires, Understand the views of staff in the organization on training needs.

Vocational training needs:

Job level requirements are designed to determine the specific knowledge, skills and attitudes needed to perform the job correctly. It is therefore necessary to:

a) Determine the nature and concentration of tasks and processes covered by a particular function (job analysis): Jobs include many tasks that require the incumbent to perform the job. The purpose of job analysis is:

Select tasks under the relevant job title.
Help employees identify the most important of these tasks.

This process produces a list of tasks that the incumbent must perform, It then determines the level of performance for each task so that an appropriate training program framework can be developed.

b) Identify tasks to be prioritized in the training plan: Assessing the training needs of these tasks depends on three considerations:

The relative importance of each task.
The frequency of doing the task.
How difficult or easy it is to learn the task.

therefore The importance of job analysis is that it benefits the trainer by eliminating some relatively uns important tasks and focusing on the most important, repetitive and learningable tasks.

Who identifies training needs?

The responsibility for determining the training need lies in human resources management, And the company’s training officer.
An expert in training can also be used, or specialized in analyzing training needs, To do the job.

The importance of identifying training needs

The importance of identifying training needs stems from being the basis for the establishment of any training programme, It is impossible to design an effective training programme until the actual training needs of the trainee are identified. It is based on a plan based primarily on careful research and analysis of the organization’s training needs.

The importance of identifyingteacher training needs can be summarized as follows :

Identifying training needs is the real factor that increases the efficiency with which teachers perform the tasks assigned to them.
The basis of any training program.
It is an indicator to guide training in the right direction.
It is the main factor guiding the training capacity available in the right direction.
Failure to identify training needs wastes effort, money and time in training.

The importance of identifying training needs in achieving the objectives of the institution:

Leads to the achievement of the goals of the institution.
It is the real factor in raising the efficiency of workers in performing the work done to them.
It is the basis of any training activity.
It is one of the indicators that directs training to the right directions.
It is the main factor in guiding the possibilities available for training in the right and correct direction.