Before setting up any training program in your organisation, the first step is to recognise the gaps in skills and knowledge of employees. This assessment is termed asTraining Needs Analysis.Undertaken by our expert trainers, it pinpoints core aspects that need attention so as to plan training procedure accordingly.
First, we find out the exact purpose for which a particular training is required
Then we identify the people who need the training for bridging the knowledge gap
Fix the skill which needs to be upgraded and accordingly find suitable training solutions
This approach takes into account the organisational goals and objectives and checks whether the training is in line with them. It measures the benefits that a training program will have for the overall growth of the organisation. This also takes into account people who recommended the training, and why is it actually needed.
Also known as task analysis, this method seeks to define the specific skill set required for doing a job efficiently. It then checks whether the suggested training will meet those needs and provide the skills to the trainees. The training program goes ahead only if it seems to enhance the job productivity or reduce the time taken for the task.
This is also called person analysis and is focused on people who will impart the training. Our team analyses whether the trainees have genuine requirement for the training, or the level of knowledge to understand the training material. We check if there’s any change in policy or technology that necessitates the training.
The benefit that accrues from a training program has to be greater than the cost incurred on it. The organisation must seek the final cost of the training, taking into account loss of man hours and internal resources used for training. An estimate is done of the value addition that the training will bring about and return on investment is calculated.
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