How to Identify Your Organisation’s Training Needs

Are you a supervisor, manager or holder of some form of leadership position within your organisation? There may be times when you recognise that employees appear to have reached a plateau in their performance level or worse, peaked and have started to decline. You may also observe that other employees seem to lack interest or motivation to perform their duties at optimum level. Is your organisation’s employee training program addressing these concerns?

According to LinkedIn’s 2019 Workplace Learning Report 82% of L&D pros say that their executives actively support employee engagement in professional learning. Think about the steps your organisation has taken to get the most from its employees and increase productivity.  How would you define your organisational culture as it relates to Learning and Development?

Recognising a decline in the quality of your employees’ work is just one way of identifying your organisation’s training needs. There are a number of other identifiers that can help you spot a need for training and decide when an appropriate time to implement training is.

Determining your organisation’s employee training needs

  1. Identification of Key Performance Indicators (KPIs) to measure the achievement of all goals and objectives. If your employees are unable to achieve the outputs of their key performance areas, this may be a signifier of a lack in particular skills.
  2. Skills gap analysis. This is an analysis of the skills and competencies required by your organisation to carry out the specific Action Plans and activities that will enable successful achievement of your goals and objectives, compared to the skills and competencies of your workforce. The level of variance between the skills available and the skills needed will be the gap that needs to be addressed.
  3. Evaluate your employees’ soft skills. Some of the soft skills that are critical to functioning in the workplace are communication, team building, conflict resolution, delegation and feedback. Consider how your employees interact with one another or with management. Are they displaying effective people skills?

Whether in the private or the public sector, organizations today are faced with never ending change to which they have to adapt or go out of business. In the midst of this need for survival, the demand for continuous team improvement (employee training) and alignment in the face of change has become relentless. Gbest Consultants has been providing capacity building services in the areas of business development, organizational development and research to local and regional clients in the private and public sectors, non-profit organizations, credit unions and non-financial cooperatives, over the last fourteen (14) years.

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