How to Write a Training Analysis?
Working in human resources (HR) needs to focus on making sure that the employees' learning is well-executed in the workplace. Thus, conducting surveys and training evaluation should never be kept out of place. These research methods will guide the HR management in identifying what could've been done better in case their training isn't effective or which of the methods will be retained. Hence, the company should make a training needs analysis. This way, the company ensures that its employees are efficient and excellent in the workplace. Training needs analysis, as defined by the eLearning Industry site, is a process that a business goes through to determine all the training that the employee needs in order to ensure their effectiveness, as well as keeping track of their progress.
There are five key steps in determining the most appropriate training that an employee should have. Read more below and be guided accordingly.
1. Their Contribution to the Organization
The very first step in creating your data analysis you should take is to identify your employees' skill sets as well as their knowledge and capabilities. For instance, if you are able to see the potential of an employee to become a competitive spokesperson, then you might want to consider engaging them in public speaking exercises. Just make sure you give the appropriate training that will benefit your organization and the business.
2. Evaluate Their Skills
As soon as you have determined their skill sets, take a look at your team members' current skill levels. This way, you are able to identify which one has exceeded your expectations and which one needs more regular training—an adjustment period. Evaluating the skills of your staff through a job analysis will ensure a good process flow in determining which one is ready to engage in the workplace; or, in some instances, some of them might be given different tasks that do not correspond to the position they applied for. But as long as you found out their real potential, then give them a shot; another line of work.
3. Highlight Their Skills
After you're able to determine their skill sets, identify their skills gap. The skills gap is between where you want your team and what is their current skill level. This is now the stage where you might want to change the process flow. Some of your staff might be transferred to another office or workplace where their skills are more applicable, or you might also want to venture new training methods that you think are more appropriate for them. Hence, a business should conduct training needs analysis in order to address this gap of knowledge.
4. Determine Your Research Method
Similar to conducting academic research analysis, surveys and/or interviews are essential in gathering the information that helps the business in the process of making a gap analysis, learning what needs to be addressed. Formulating a comprehensive questionnaire will ensure success. Check on your daily inventory and evaluate their productivity. Then, if you are able to spot some deficiencies, begin conducting interviews especially when you want to give focused attention on your staff who specifically needs it. You may also conduct surveys if you just want to learn their concerns at large.
5. Put Them in Your Paper
After you already have all of these in mind, create a legal document where all these are written. Begin by indicating your employees' names, position, team, department, and the specific group they belong to. Then, create a tabulated sheet in order to make it more convenient when evaluating your staff's skill levels as you identify their strengths and weaknesses. Your tabulated sheet may be in the form of a sample analysis or a questionnaire.