Training Needs Analysis
Good managers understand the importance of training and development (T&D). Even good coaches and teachers know that training is, quite simply, the only way to get better at things. Great managers don’t just happen overnight. Olympic athletes aren’t just born with more abilities than the rest of us. It is the training that makes great managers what they are.
If you are not yet sold on the importance of training and development in an organization, consider performing a training needs analysis. This will show you directly what you lack and what you need to be working on.
The goal of the Human Resources Department should be to create a skilled workforce so as to better compete in the marketplace. Superior training leads to superior performance. This is good for the individual employee as well as the company and, ultimately the customers.
Only through strong training and development can employees hope to stay a viable and relevant asset on the labor market. Good employees often desire to develop skill that will benefit their career. Providing this training will help to keep them motivated as well as lower your turnover rate.
Few organizations would argue that one of the greatest assets a company has is a staff that is trained and developed well. Quality and efficiency will improve the better trained your staff is. There are two distinct types of training: external and internal.
External training involves bringing in experts on a given subject, or possibly sending your employees to a class of some sort. Internal training is performed by whomever posseses expertise on-site on a particular subject. Both have advantages and disadvantages and is up to management to decide which one works best for them.
It is in the company’s interests for employees to pursue whatever training they choose to follow rather than assigning employees their training tasks. If a worker is allowed to decide, or at least given some options to choose from, they are much more likely to be successful at their job. Allowing this decision boosts theimportance of T&D and the effectiveness of it..
Additionally it is in the company’s interests for employees to educated in general, and not strictly limit the training and development to a current need, or project. An educated workforce is one that will be able to adapt to changing needs, and may allow for more innovation as well.
Managers and supervisors should not be left out of the corporate training. A manager with effective leadership coaching can actually have a bigger impact on a company’s bottom line than training almost anyone else. And manager’s are so rarely given proper management training. They need to be taught how to delegate effectively, not to mention managing team conflict. And
a manager with no business decision making skills may end up costing a company money.
All of these things underscore the importance of training and development of goals in management.