Training Need ANALYSIS AND UP-SKILLING
HUMAN Resource Management consists of activities connected to managing employees. The Human Resource unit in an organisation is in charge of finding, screening, recruiting, training and administering and implementing employeerelated programmes among others. There is a need for the Human Resource Department in an Organisation to closely analyse the work environment to identify the potential of the staff and the need for training by using Training Need Analysis (TNA) with regard to job improvement and the acquiring of new skills for wider responsibilities which will be in demand and highly expected by the organisation in time.
Training, therefore, is pertinent to ensure the organisation is up to date with the current global market, and the organisation is competing in the global arena. It is also a way for upskilling their existing workforce at the same time to promote growth and greater confidence in handling matters that are more complicated and challenging in fulfilling their obligation.
While development is vital to improving decision-making and human relation skills of the management, training will allow employees to be better prepared in dealing with a more factual and narrower subject matter.
Training for employees is value adding for an organisation, in that it also gives specific knowledge and skills to the employees and a set of required behaviour is attained in the process. The purpose is to enable the employees to be skilled and be able to perform their responsibilities with the relevant standard. The wider perspective of development can be seen as a form that may effort to upgrade knowledge that will be used immediately and on a frequent basis for the interest of the individual and the continuous development of the organisation.
Pragmatically, training and development programmes will bring about positive influences on both the individual and the organisation respectively. As a matter of course, the individual employee’s capability will correlate to the skills that will be gained from training and development. Accordingly, the individual income will increase with the acquisition of skills and competence. Last but not the least, training and development will open doors of boundless opportunities for each and every individual for their career development.
In light of this area, sometimes, ownership of skill qualification can exert influence on career development also known as promotion in an organisation. When difficult times arise for organisations and they are compelled to downsize their manpower, one of the determining factors that will be taken into consideration for an individual to stay or to go is by the virtue of his training and development experiences and contributions which has bolstered his individual credibility will warrant him a job security.
And if, by virtue of competition acquisition, one has lost his job, one may need to start afresh by applying for a new organisation and also be in perfect knowledge that one needs to be trained and to up his skill by attending developmental trainings.
It is worth pointing out that organisations would usually seek to provide programmes to elevate their employees. The feature of Training and Development have the potential to improve labour productivity and at the same time it can seek to improve quality of the trainees, concurrently what it will also be achieving is assurance that competency at the job by highly skilled employee who are able exercise their judgment when making a decision. The other tribute of Training and Development is that it refines the aptness of the organisation to subsist a change. The change may be in the form of new products, new markets, or even technology upgrade for implementation.
There are some organisational occurrence that can be identified as a time when a need for training and development appears.
That is when you will see that work achievement standard is unrealised, and spot employees will be incapable of performing his duties to the best of his ability, not productive, high absenteeism, low employee morale, and the decrease in sales rate and profits are among the obvious signs that appear in an organisation.
With TNA, performance gap can be bridged by the identification of the expected performance and the actual performance of an individual and when a method of training is set upon that problem identification, there will be a standard competence among the employees and fulfilment in job. Information obtained by the human resource management will help organisations narrow down the immediate needs in making use to time, fund, and work shifts of the employees as apt as possible to avoid wastage of resources and to prevent unnecessary training activity.
Therefore, in closing, I wish to let you know that there is always room for improvement, so do not despair, whether you are an organisation or an individual. You never know your potential until you are trained.