How to Identify Training Needs in Your Organization

Proper training is the backbone of any successful organization. Employees who receive the right training are more productive, efficient, and satisfied with their workplace experience. You’d be astounded at the ways that excellent training shapes the landscape of your office environment. If you want to provide superior training, start by making a checklist that addresses the direct needs of the individuals involved.

Explore overall performance

Look at each section of your organization instead of the organization as a whole. Examine them, and assess which aspects are lacking, or performing below your desired standard. You’ll want to refresh and improve all training, but identifying these key areas will show you where to place the biggest emphasis. Devote the majority of your time to these targeted areas and gently touch on the things that people seem to be doing well.

Compare yourself to similar organizations

What are they doing differently from you, and how is that helping them succeed? If you’re seeing an enviable outcome from other organizations, you might want to jump aboard the same train. This may mean overhauling a lot of current policies and implementing new technology. When things change, everyone is going to need a training update.

Perform individual assessments

You may not have a lot of people doing the same work. Certain tasks may be delegated to very small groups, or even individuals. Measure the performance of these individuals to determine where their strengths and weaknesses lie. Training can boost productivity, but only if the training is tailored to the areas where productivity needs to be improved. You may find that some people need very specific training.

Consider your industry

Everyone undergoes some sort of basic training before starting a job, and some of that may even be required by law. Everything differs from industry to industry. How familiar are the members of your organization with the trends and standards within your industry? Try providing them with a bigger picture.

Different training programs for different roles

A file clerk doesn’t need the same kind of training that an accountant needs. There are many different roles within your organization, and the people who fill them need to understand how you expect them to do their part. A training program needs to exist for each individual job. A one-size-fits-all approach will leave certain people lacking vital information, and this will cause problems down the road.

Train for common job requirements

Have you ever trained individuals for using software? Monitoring an anti-virus program? What about data entry? The tools they use and the small tasks they’re required to perform comprise a significant part of their responsibilities. Though these things may seem routine, there’s no use in creating complications by expecting people to figure them out on their own. Particularly when it comes to matters surrounding IT and security concerns, you should never let people poke around and guess how they’re expected to fulfill their duties.

Always communicate with the individuals who do work for your organization. Ask them if they understand how things work, and take suggestions about how you can improve things. Keeping constant, open communication can help prevent training issues and misunderstandings before you begin to see their negative consequences, and encourage individuals to tell you where they need assistance.

Kelly Smith

Guest Author at Course Finder
Kelly Smith works at CourseFinder. She’s interested in new trends in the eLearning industry. She’s keen on work-life balance and healthy work environments.

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