Six Simple Steps To Get a Training Needs Assessment Done for Your Employees

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Six Simple Steps to Get a Training

Needs Assessment Done For Your

Employees

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You could be looking for a surefire way to assess the

training needs of an employee group – all without implementing

surveys or running statistical analyses.

Your search ends here because we bring you a tested method of getting the job done, in not

more than two hours that too!

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This training-needs assessment can be done in six simple steps and will help you find training programs that are required for an employee group. It’s great for small and medium-sized organizations.

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Step One:

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Gather all employees with the same job role in a conference

room with markers and a whiteboard. Ask each of them to

note down their ten most important training needs. Make

sure you tell them to write specific needs.

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For instance, rather than listing team building or

communication, which are broad needs, ask them to write down specific needs

such how to resolve a conflict with a colleague or

how to give feedback.

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Step Two:

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Ask each employee individually to speak out their ten training needs. As each employee lists

his training needs, capture each of these on the whiteboard. Do not write down needs that are

repeated for employees.

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You can also question your employee group as to

whether a specific training need of an employee is a

duplicate of another training need listed on the

whiteboard or is different altogether.

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Step Three:

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Once the training needs of all employees are listed out on the whiteboard, use a weighted voting process to set priority levels for each need. In this process, you can use numbers or sticky dots to vote on the items in the list.

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Assign a large dot for items of high priority and small dot for

lower priority. Ask all employees to assign dots or numbers to the items listed in order of high to

low priority.

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This will help you find which training need is of high priority

for all members. If you are using sticky dots, assign 25 points for

the biggest dot and 5 for the smallest dot. Add up points for all employees to zero in on the one with the highest priority.

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Step Four:

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O Once the training needs are listed in sequence of priority, discuss these with your employees and make notes during the process. Make sure you document or record these needs and the discussion as well.

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Step Five:

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Brainstorm and discuss the expected outcomes of the

training. Discussing these with your employees will help you

find effective ways of conducting the required

training sessions to meet the training needs of your

employees.

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Step Six:

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Note down one or two training needs of each employee that were of the least priority for the entire group overall. Incorporate this training

need in the individual performance development plans of the employees

so that these are tackled on an individual basis.

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Note down one or two training needs of each employee that were of the least priority for

the entire group overall. Incorporate this training need in the individual performance

development plans of the employees so that these are

tackled on an individual basis.

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Reach us at:prabha@accuprosys.com simplify@accuprosys.com anuradha@accuprosys.com

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