1. Training Need Analysis

2. Some Facts! Businesses can’t afford to waste time and money on unnecessary training. Identifying employees who need more training is a perpetual challenge

3. Why Training Need Analysis? to raise quality and productivity, to enhance customer service to minimize turnover to increase the job security of workers whose skills have gotten rusty

4. Tips for Training Need Analysis 1. Reviewing performance evaluations - Performance rating system should require supervisors to earmark employees for additional training - Sort employees’ evaluations according to department, job, and the urgency of the managers’ training comments

5. - Place workers who need training ASAP at the top of the list, and meet with their bosses to discuss their specific shortcomings - HR should not wait for the managers to contact them. Human Resources is perfectly suited to take the initiative, schedule appropriate training sessions, and proceed without delay

6. 2. Monitoring production records - Many things can cause quality or productivity to plummet, and training is certainly one of them. Talk with department managers about major declines from the norm to see if training might be a contributing factor

7. 3. Paying attention to customer surveys and complaints - Sorting criticisms and complaints by department and job title reveals which sales and service workers needs remedial training - Substandard customer relations’ skills cost company sales and goodwill that may be very hard to replace

8. - In addition to using own customer surveys, hiring a mystery shopper service could be considered if budget permits. This can give detailed information about which people are doing things wrong, where, and how.

9. - Negative customer feedback can also be used to propose training to help supervisors brush up on their hiring techniques. Some managers may lack the requisite interviewing and assessment skills to choose applicants who are both technically and temperamentally suited to work in front-line jobs.

10. 4. Using exit interviews to gather further insights into training - Employees who have quit because of inadequate or incorrect training sometimes vent their frustration in exit interviews - Departing workers can give an excellent first-hand information about how training can be made more effective

11. Some common complaints to listen for during exit interviews: poorly trained, inept, or indifferent supervisors; inadequate training facilities or equipment; outdated technology; or a reality gap between the information they received in training and the problems and responsibilities they had to deal with on the job.

12. 5. Examining managers’ performance too - Need analysis should not be confined to lower-level employees only.Members of management should also be included. (For example, bosses who display symptoms of chronic stress or burnout or whose employees gripe about micromanagement may need to hone their delegation, time management, or communication prowess)

13. Thank you!