ADGAS Company’s Training Department

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Table of Contents

Introduction
Methods of Identifying Training Needs
Qualitative vs. Quantitative Collection Methods
Current ITN Practices within ADGAS
Introduction of New Methods
Explanation of Actual Work
Conclusion
Works Cited

Introduction

Training is one of the most important processes that help in improving the performance of organizations. According to McConnell (46), in the current competitive market, there is a need to ensure that employees have the best ability to handle different tasks in their departments. Training provides a platform where these employees get to understand some of the dynamics in their field in a practical context.

Organizations have come to appreciate that the best way of improving employee’s performance is to subject them to regular trainings to enable manage the changes taking place in the environment. At ADGAS, we have been keen on ensuring that our employees are trained regularly on different issues in the environment. In order to ensure that the training is effective in addressing specific issues, it is necessary to understand the methods that are used in identifying training needs.

Methods of Identifying Training Needs

According to Taylor (49), scholars have proposed different methods of identifying training needs among employees within an organization. In this study, we will analyze five approaches that have been commonly used in identifying training needs.

Business plan analysis

Business plan analysis is a broad area that entails a number of managerial activities to determine the appropriateness of the strategy, and the ability of an organization to achieve the set objectives using the existing structures. When conducting a business plan, it is important to ensure that employees have the ability to meet the tasks that are set towards achieving specific objectives. During business plan analysis, there will be a conscious study of the ability of the workforce to meet the specific objectives (Adegoke 78).

The focus will be on determining if employees’ skills and competence are within the desirable levels. In case their levels of competency fall below the expectations, it will be a clear indication that training would be needed. At ADGAS, one of the main tasks of personnel manager during business plan analysis is always to determine the potential of the workforce to undertake the set activities within the stated deadline.

Job description analysis

Job description analysis is one of the most popular approaches used in identifying training needs within an organization. At ADGAS, the management has been keen on ensuring that employees are assigned tasks that they understand best to enhance their efficiency.

Job description offers the management a rare opportunity to compare what a specific task within the organization requires, and the knowledge and skills of the employees. When the skills and level of knowledge do not meet the job requirements, then it is a clear indication that training would be necessary as a way of improving their competency.

Appraisal analysis

Performance appraisal analysis is another approach that has widely been used in determining training needs within an organization. The human resource management at ADGAS has been conducting performance appraisal of the employees on a regular basis. This enables the management to determine the output of its employees in different departments.

The performance can then be compared to the best practice set within the firm or in the industry. The management can easily use this information to compare their employees output and that of other players in the industry. This way, it will be possible to determine whether or not the employees are performing optimally. If it is confirmed that their output is comparatively low, then it would mean that they need some form of training.

Survey analysis

Sometimes it may be necessary to conduct a survey of the employees’ performance in order to determine their competency in their different tasks. According to Rae (89), employees’ survey may be conducted in a manner that would not alert them. This is so because when they realize that they are under any form of investigation, they may change their normal behaviour, and this will limit the ability of the management to determine their true potential. Although this is not a commonly used method of identifying training needs at ADGAS, it is a fact that it may be helpful when analyzing employees’ potential. In this strategy, management will give specific individuals the task of collecting relevant information about employees’ performance in their work environment without their knowledge. The management will then use the information to determine the need for further employees’ training.

Gap analysis

Gap analysis may be conducted in order to determine the current competency levels of the employees, and what is expected of them in their work environment. The management should start by analyzing job requirements. When this is completed successfully, the employees’ skills would then be analysed to determine if they match the task requirements. Training should be used to address any existing gap between employees’ abilities and tasks requirements (Rae 89).

Qualitative vs. Quantitative Collection Methods

When collecting the above information, qualitative or quantitative methods can be used. Qualitative methods of data collection may be necessary when there is a need to describe a phenomenon within an organization. For instance, there may be a need to describe why employees’ performance has improved or deteriorated over a given period.

On the other hand, quantitative methods would be necessary when there is a need to conduct an analysis using mathematical tools as a way of coming up with empirical data. At ADGAS are regularly used based on the needs of the research. Sometimes both of them are used concurrently in order to meet different research needs.

Current ITN Practices within ADGAS

The management of ADGAS has been trying to ensure that its employees’ competence is within the market expectations. As a training coordinator in this firm, I have been greatly involved in identifying training needs of the employees within this firm. The organization is currently using two approaches to identify the employee’s needs. Job description analysis is the main method used in identifying employees’ training needs.

The management would give a detailed description of different jobs based on what they need, and then compare the needs with the skills and knowledge of the employees. The other method that has widely been used in this organization is business plan analysis. This would involve top and mid level management trying to determine the ability of the employees to undertake different tasks as described in the business plan of the organization.

Introduction of New Methods

The current methods used in this organization have been helpful in identifying the training needs within the organization. However, the changing external environment may necessitate a change of the approach or introduction of new approaches to supplement the existing ones. This will help maintain competency of the employees and improve their output. One approach that I would recommend is the performance appraisal approach.

Performance appraisal is a relatively new approach that does not only help in identifying training needs, but also aids in comparing performance of the organization with that of other market competitors. This comparison would help the management determine the level of training that would be needed. Another method that should be introduced is the survey analysis. The survey should be conducted without the knowledge of the employees in order to capture their level of performance in the most natural manner.

Explanation of Actual Work

When conducting the process of identifying employees’ training needs, it is necessary to know the actual activities that are involved. As Barbazette (19) says, the process of identifying employees’ training needs starts with a description of the tasks that they should undertake. Each task should be critically analyzed in order to determine the skills and knowledge requirements, age and gender, if this is appropriate, and any other physical or intellectual attributes needed for the holder of the position.

When this is done, the team should then analyze the individuals holding the position currently. It would be necessary to determine if there is any gap between what is expected and what the employee can produce. When the gap is significant, then training would be considered appropriate.

Conclusion

It is clear from the above discussion that employees play a crucial role in any organization’s progress. Training employees helps in improving their performance as a way of improving the overall output of a firm. However, training can only take place when the training needs have been identified. Some of the most common training methods include job description analysis, business plan analysis, gap analysis, and surveys. A researcher may use quantitative or qualitative approaches based on the nature of the research.

Works Cited

Adegoke, Blessing. Effect of Training on Employees’ Productivity in Public Service Organisation. New York: Grin Verlag, 2013. Print.

Barbazette, Jean. Training Needs Assessment: Methods, Tools, and Techniques. Hoboken: John Wiley & Sons, 2005. Print.

McConnell, John. How to Identify Your Organization’s Training Needs: A Practical Guide to Needs Analysis. New York: AMACOM, 2003. Print.

Rae, Leslie. Assessing the Value of Your Training: The Evaluation Process from Training Needs to the Report to the Board. Hants: Gower, 2002. Print.

Taylor, Christine. Identifying Training Needs of Educational Paraprofessionals. New York: Wiley, 2008. Print.

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