{"id":858,"date":"2020-12-11T09:40:38","date_gmt":"2020-12-11T09:40:38","guid":{"rendered":"http:\/\/wp3.commonsupport.com\/newwp\/rellhops\/?p=858"},"modified":"2024-11-28T22:15:00","modified_gmt":"2024-11-28T22:15:00","slug":"7-steps-to-identifying-your-organisation-training-needs","status":"publish","type":"post","link":"https:\/\/pausefactory.org\/staging\/7-steps-to-identifying-your-organisation-training-needs\/blog\/","title":{"rendered":"7 Steps to Identifying Your Organisation Training Needs"},"content":{"rendered":"<section class=\"kc-elm kc-css-149091 kc_row\"><div class=\"kc-row-container  kc-container\"><div class=\"kc-wrap-columns\"><div class=\"kc-elm kc-css-987719 kc_col-sm-12 kc_column kc_col-sm-12\"><div class=\"kc-col-container\"><div class=\"kc-elm kc-css-404588 kc_text_block\"><\/p>\n<p>\nSummary: As you are assessing your organization\u2019s training needs, remember that some\u00a0needs occur because they are required or because they recur on a frequent basis or<br \/>both. Let\u2019s explore this area of needs assessment.<\/p>\n<p>While you are conducting an overall needs assessment, you may find that certain\u00a0training needs must be repeated, while some of them are requirements of a job or a job<br \/>family. In fact, you may have already uncovered some of these needs as you delved into\u00a0the areas of job and task-related training. But it\u2019s a good idea to categorize these needs\u00a0separately so that they can be integrated into the overall training plan on a regular or\u00a0required basis. For the purposes of this discussion, let\u2019s work with training needs in the\u00a0following categories: recurring, required, and both recurring and required.<\/p>\n<p>First, what is a recurring training need? Typically, a recurring training need is a set of\u00a0knowledge, skills, or abilities that the organization wants its associates to repeat on a\u00a0regular basis, usually annually. This type of training could be a products and services\u00a0certification, a customer service or customer relations training program, or even an\u00a0annual industry update. Recurring pieces usually serve to put everyone on the same\u00a0footing in terms of knowledge and ability in that particular group of competencies.<br \/>Required training can fall under the same category, that is, a group of competencies that\u00a0the organization requires. But required training by itself is usually a one-time offering,\u00a0such as a new product rollout, new service standards, or training for mergers and\u00a0acquisitions. On the other hand, a regulating body or agency can levy training in many\u00a0different areas, and require that the organization certify its results. For example, financial service providers may be required to provide and certify training related to the\u00a0latest overhaul of that industry. In some areas, organizational associates may be required\u00a0to take training when they first come into a job. For example, new-hire flight attendants\u00a0are required by the FAA to take and pass a comprehensive safety course based on the airline\u2019s aircraft, rules regarding passenger safety, and even first aid. You may have\u00a0discovered some required needs in your job and task analysis, but be sure to make the\u00a0distinction between those needs that are required by a regulating agency and those that are not.<\/p>\n<p>Recurring and required training is a combination of both types of needs, i.e. competency\u00a0areas that are required by either the organization or a regulating body and are given on\u00a0a regular basis. For example, flight attendants are required to take training and be\u00a0certified on safety features on an annual basis in order to maintain employment. This is<br \/>also a FAA requirement. In financial services, certain employees are required to take and\u00a0pass regulatory training every year \u2013 and the organization must certify its results within a\u00a0given time period.<\/p>\n<p>Assessing these needs can be difficult, because you may uncover bits and pieces of them\u00a0within your job and task assessments. For example, certain parts of person\u2019s job may be\u00a0related to a particular regulation or group of regulations. But in regard to training needs\u00a0that are required by a regulating agency and may be recurring, the best place to start is\u00a0with the organization\u2019s legal counsel or legal department. In many cases, you may not\u00a0need to conduct a \u201cformal\u201d needs assessment \u2013 a series of conversations may help you\u00a0uncover the need. And most likely, the legal department has already organized a listing\u00a0of required training components. If that is not the case, there are usually legal experts\u00a0within the various departments of an organization and they should not be overlooked. In\u00a0regard to organizationally required training needs, set up conversations with division\u00a0executives and stakeholders in order to determine what pieces of knowledge they would\u00a0like to see as requirements or recurring requirements. Again, it may be as simple as a\u00a0conversation versus a formal needs assessment. Another way to reach for these training\u00a0needs is to include this aspect in your job and task analysis that we\u2019ve already discussed.<\/p>\n<p>Many times the employees themselves are the ones who will be able to tell you about\u00a0the most important recurrent and required features of training.<br \/>Our next area, future and anticipated training needs, is the final area of needs\u00a0assessment.<\/p>\n<pre>Author \u2013 Bryant Nielson,<\/pre>\n<p>\n<\/div><\/div><\/div><\/div><\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":2964,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,50,51,52],"tags":[],"class_list":["post-858","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-people-management","category-performance-management","category-personal-development"],"_links":{"self":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/posts\/858","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/comments?post=858"}],"version-history":[{"count":6,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/posts\/858\/revisions"}],"predecessor-version":[{"id":3634,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/posts\/858\/revisions\/3634"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/media\/2964"}],"wp:attachment":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/media?parent=858"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/categories?post=858"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/tags?post=858"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}