Organizations seeking to train and develop their workforce consider learning the appropriate methods of identifying and assessing their training needs. Three basic techniques are available for this process as follows. First, organizations identify this process through internal assessments. These assessments have the ability to analyze organizational effectiveness to identify any discrepancy. This process uncovers the competencies, skills, and knowledge available against respective weaknesses. The assessment also considers the effect of external factors such as the economy and technological advancements on production. The needs are achievable through organizational level training for crucial development planning. As an overall determination, this process undoubtedly generalizes the needs and would have little or no effect on skill determination (Gaspard and Yang, 2016).
The next determination entails task assessment. This process looks into the collection information concerning an area of interest that requires attention. The analysis aims at the identification of primary tasks, skills and competencies needed for task performance. It would involve descriptions, skill analysis, and inventory questionnaires to the discovery of new training requirements. Organizations would use recruitment procedures to determine the usefulness of the process for the ultimate training development. As a task-specific measure, this method is crucially important for those organizations with specialty employment (Fallon and McConnell, 2013).
Finally, individual assessments concentrate on particular employees to discover and take care of their needs. This determination considers individual competencies and skills as well as their learning styles for aggregate success. Ideally, this form of analysis identifies individuals in need of training in their respective ways. Such evaluations work as individual assessments for strengths and risks analysis based on competencies and behavior. The assessment forms the most basic training needs identification for customized training. Given its personalized capacity, individual assessment has the ability to become the most efficient of the three processes (Fallon and McConnell, 2013).
References
Fallon, F., & McConnell, C. R. (2013). Human Resource Management in Health Care. Burlington, MA: Jones & Bartlett Publishers.
Gaspard, J., & Yang, C. (2016). Training needs assessment of health care professionals in a developing country: the example of Saint Lucia. BMC Medical, 16 (112). doi:10.1186/s12909-016-0638-9
