The aim of a needs assessment is to identify gaps and shortcomings in what currently exists and then consequently, make decisions targeted at rectifying the problem in order to reach the desired end. From the learning resources, it is clear that when it comes to needs assessment, the end is more crucial than the means. Through established procedures, priorities are determined and criteria for decision-making established. The aim is to bring about the required change.
In order to enhance the performance of an organization in terms of higher service delivery, increased profitability, retention of employees, job satisfaction and proper utilization of resources, a training needs assessment is necessary (Firdousi, 2011). The target group of the training is the management and employees with the goal of increasing productivity and enhancing management skills. This cuts across all organizations and sectors, from the hospitality industry to the health industry and even those elected to govern to enhance their service delivery to the public. The initial step is to establish the organization’s needs followed by the employees’ needs. This means that a two-pronged approach will be necessary. First, the training programs should be developed in line with the objectives of the organization. The reason being that it will determine the specific direction that the employees require; they should match to the same drumbeat. Second, an analysis of each employee’s needs should be conducted because the training is not necessary for all employees and some need more training than others (Westover, 2008). The two-pronged approach will focus the training needs required allowing for resource concentration where needed most. Areas that need training will be identified and a skill inventory will allow for planning in terms of existing skills and required skills (Firdousi, 2011).
There are several ways to gather data for this need. Focus groups, interviews, and questionnaires are more effective since they aid in the gathering of accurate data. They can be in the form of interviews with employees and the management, formal and informal employee surveys and focus group discussions with particular individuals. These modes of data collection, however, do have challenges. For instance, the targeted group may provide false information or leave out some information for fear of being victimized, and also, they might not cooperate at all. That is lies of commission and omission.
References
Firdousi, S. (2011).Significance Of Determining Assessment Needs and Training in the Service Sector. International Journal of Business and Social Science, 2(17), 113-116.
Westover, J. H. (2008). Effective Human Resource Training and Development: Examination and Application of Adult Learning Theory in the HR Management Context. The Journal of Human Resource and Adult Learning, 4(1), 1-8.
