To continue a successful business functioning, an important element which is at times rarely examined by professionals while evaluating the required job competencies in the organization are the training needs or the professional development of an individual.

To continue a successful business functioning, an important element which is at times rarely examined by professionals while evaluating the required job competencies in the organization are the training needs or the professional development of an individual.

The keys to determining training needs include:

1. Study your present condition

2. Figure out the required job competencies

3. Involve employees

4. Get feedback, analyze and share actual data

5. Draft a particular development plan for employee

6. Apply your plans

In order to have a successful business functioning, training needs must be thoroughly examined while drafting the competencies for the job in the organization

Methodical Approach

Check out the four types of approaches in a systematic process:

1. The competency analysis helps in evaluating the required skill sets that must be poccessed by an individual to carry out his job responsibilities efficiently.

2. The organization analysis answers the question, "Where is training needed in the organization?"

3.The task analysis answers the question, "What must the employee learn in order to satisfy the required competencies?"

4. The person or individual analysis answers the question, "Who needs this training and what specific training do they need?"

Conducting such an analysis is time consuming, but it is ultimately more cost effective. Since the major cost of training is the time and overhead of having people in a training session, the up-front analysis is an effective way to reduce the total cost of implementing an employee training and development process.

This comprehensive process yields a thorough understanding of the development needs in the organization and pays dividends in the implementation phase.

The five phases of training need analysis are as follows:

1. Understanding the required competencies by job function or position

2. Researching the present training programs/process

3. Employee engagement in major aspects like surveys, discussions etc

4. Study the outcomes

5. Initiate specific need based development plans

This analysis is most effectively accomplished when a cross-functional team of 3-7 people is utilized. It is very difficult for the HR Manager or HR Assistant to accomplish such a comprehensive task. In many instances an outside resource can be effectively used to plan and facilitate the effort. Outside resources insure objectivity and a focus on results without the "baggage in relationships" that may be present within the organization.

In any case it is vital to minimize disruptions to the organization's work and to avoid creating false expectations among employees. Be realistic in planning each phase and allow time to do a complete job. Carefully document the process as you move through each phase.

Hence training needs must be examined systematically while considering the required competencies for the jobs in the organization.