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The perfect way to set training goals

 

Companies and institutions often resort to training to reduce expenses, double profits or comply with new rules and guidelines. For individuals, They use training to increase income, improve positions or promote work. Everyone hopes to get a good return on investment in training.
The perfect way to set training goals
The perfect way to set training goals

The perfect way to set training goals

The objectives of the training plan must therefore be consistent with those of the beneficiaries. It is easier to achieve these goals when dealing with companies and organizations. Because the format is usually done before the cycle time. When working with an organization to achieve its training goals, It is very good to analyze training needs, Then design the right materials, They are then eventually implemented and evaluated. Training needs are defined as a set of specific skills, knowledge and attitudes that an individual needs in order to perform tasks more effectively, And when there is a gap between the target level and the required level, Need arises.

The perfect way to set training goals

The training needs analysis phase is the most important stage in the training process. It paves the way for all stages of the process. For individuals, They can easily identify the training courses they wish to participate in based on their private lives, professional issues, personal appreciation, hobbies and desires. With regard to institutions, Since it incurs huge training costs, The provision of training courses must be completed through a comprehensive training plan that must meet the long-term and short-term strategic objectives and needs of the organization. Analysis of training needs at the institution level to prioritize training and set the objectives of training courses. Through this analysis, You can determine the type and level of training required, Identify the individuals who need this training.

Analysis of training needs offers many benefits to organizations, The most important of these benefits are:

  • Help design a training plan for actual needs.
  • Save money and effort through organization and focus.
  • Identify the difficulties faced by the organization’s staff and explain why.
  • Increase everyone’s participation in training activities.
  • Implementation of the general body’s plans.

 

When you start doing a training needs analysis, you aim to collect information that will help you:

  • Identify difficulties and performance issues at the individual level.
  • Identify difficulties and performance issues at the institutional level.
  • Setting training and development objectives.
  • Through training and development to determine the results accurately and realistically.
  • Determine the required training plan and its level.
  • Select the trainer who will perform the work.
  • Determine the right training time.

The necessary information is collected from the following sources:

 

  • Direct comments from supervisors, colleagues and from the individual himself.
  • Official and informal interviews with officials.
  • Official reports, training, performance and evaluation plans.
  • Institutional Climate Survey report to find out what employees think about related tasks.
  • There was a lengthy meeting, a brainstorm and discussions with the staff.

The questions that are asked when collecting information from staff and presidents are very important, Here is a list of the most important of these questions:

 

  • What are the current problems and challenges facing this institution?
  • Which departments have persistent performance or results problems?
  • What are the obvious behavioral problems?
  • What is the most obvious skill problem?
  • Is the problem basically behavioral or professional?
  • What is the evidence of failure?
  • What is the organization’s goal in the near future?
  • What are the training requirements set for achieving these goals?
  • What is the best way to develop these skills?
  • What are the criteria for measuring training and development results?

The answer to these questions is then analyzed in the form of a written report:

  • What performance gaps are visible in the distribution of work?
  • What is the exact size of the gap?
  • In terms of skills, knowledge and attitudes, What are the reasons for this?
  • Who needs training? What is the content of the training required?
The perfect way to set training goals
 The perfect way to set training goals

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The perfect way to set training goals
 The perfect way to set training goals
The perfect way to set training goals

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The perfect way to set training goals

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