A business that is suffering from poor performance problems with its employees may need to have a TNA, training needs analysis, prepared to assess what exactly the problem may be. The purpose of this analysis is to identify whether the company’s workforce has the knowledge, abilities, and skills necessary to perform their jobs accurately. It will identify who actually needs training and what type of training they may need. This comes in handy because it is unproductive to offer training to those who do not need it, or offer the wrong type of training to those who do need it. New hires and veteran employees may benefit from training, but possibly not the same type.
Offering the right kinds of training can benefit the company more than by just having knowledgeable employees. Most people continue to learn their entire lives. By offering training to the employees, it tells them they are valuable to the company. This can motivate them to want to stay with that employer because they will see it as an opportunity to grow within the company and advance their career. By motivating the employees, they will try harder to do their best at their current job.
There are several different types of training needs analysis that can be used to see if training is what is needed and whether it would be worth the efforts of getting training programs in place. The work/task analysis looks at the actual job being performed and what the main duties are as well as skill level required to perform them. It will establish whether or not training for the work being performed is needed or not. A performance analysis shows whether or not employees are performing up to the established standard needed and if not, will training help fix this problem.
There are many reasons to conduct a training needs assessment such as many new employees, new equipment or procedures being developed, performance problems, or need for higher ranked employees. It is possible that the employees knew the need for training before the company did, however kept it to themselves for fear or termination.
There can be a drawback to needs assessments; if the employees are led to think their job is at stake, they might attempt to trick the assessment so as to not lose their job. A good way to keep this from happening is to make sure they understand the point behind the training analysis is not to remove current employees, but to find out if training is necessary to do their jobs better. If advancement opportunities are being made available because of the training needs analysis, make sure they are aware of it. This can motivate them to try their best. If they still seem worried, try offering a bonus or reward for taking the training needs analysis such as a monetary reward, a fun day, free tickets to a game, a raise, or other methods of praising them. This will show them they are valuable employees and the company is just trying to improve them and their performance.
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