Every organization has set goals and objectives. Achievement of these goals heavily depends on the performance of the organization's workforce. An organization whose employees are competent and productivity is more likely to achieve its objectives compared to organizations whose employees are average or poor performers. It is, therefore, essential for human resource managers to find ways to sustain competency among the employees (Raphael, 2010) . Conducting a Training Needs Analysi s helps in identifying performance gaps in the organization and identify the best training that could be used to improve the gaps. Like any other organization, Harbor City Behavioral Center has important goals to meet and has various performance gaps that prevent it from reaching its maximum potential. The performance of the organization is okay, but some of the services are lower than expected. For example, the organization lacks a secure patient messaging service. Considering that it deals with important personal health information, this is a problem. In addition, several departments require staff reduction since their work can be handled by the remaining employees if well trained.
The following steps would be crucial while carrying out a Training Need Analysis (Hartoyo & Efendy, 2017) ;
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Set achievable goals
Before starting a Training Need Analysis, it is important to set the goals for the training straight. The goals will be different depending on the department. For example, the IT department staff requires to be trained to develop efficient methods of using Outlook Scheduling.
Evaluate employee competences.
This involves identifying the desired abilities that the employees have and how they align with the goals of the organization. This information can be obtained through interviews, tests, among others. The employee competencies can be represented on a scale to determine what areas need improvement (Baldenius, Nezlobin, & Vaysman, 2016) . Employees can be trained after identifying the red areas that require improvements.
Identifying performance gaps
After conducting the competency evaluation, the performance gaps can be easily identified. This provides information on which employees should improve and how they should improve. An evaluation standard, such as rating, should be used to determine employees that should be involved in the training.
Identifying the best training methods
After identifying areas that need improvement, the next step is to determine the best method to train the employees. Competent trainers should be hired depending on the departments. IT department staff cannot be trained by Finance department trainers. An example of training methods is On-Job-Training and teleconferencing.
Assess the benefits and costs of every method
While training employees, the organization should aim at ensuring that all training goals are met. The financial investment in the training must be worth it, and the company should look at better methods to reduce the expenditure while obtaining the best training methods.
After conducting the training, it is important to determine its effectiveness. This can be done using various methods (Topno, 2012) ;
Reaction.
The management can obtain feedback from the employees who participated in the training to know their take. This helps identify the benefits of the training.
Learning
After the training, employees can be subjected to a test to evaluate the skills and knowledge obtained from the training. A method that could be used is identifying test scores for the employees before and after the training.
Behavior
Various methods can be applied to determine the effects of the training on the performance of employees. This can be done using self-evaluation and observation.
Observing results
After the training, results could be measured to determine the efficiency of the training. This can be done by evaluating employee performance, morale, and efficiency.
Job Description
Position: Training & Development Coordinator
Brief
Are you a trained Training and Development Coordinator? We need your skills to help improve our workforce development program by developing training events.
Responsibilities
Developing employee training programs.
Develop training plans for the organization.
Carry out Training Needs Assessment in the organization.
Assess the performance and competence of employees.
Manage internal training facilities.
Requirements
Have two years' experience in a busy environment.
Have at least a degree in HR-related field.
Have the ability to conduct a full training cycle.
Be proficient with Microsoft Office.
Be a team player.
Have excellent communication skills.
References
Baldenius, T., Nezlobin, A., & Vaysman, I. (2016). Managerial PerformanceEvaluation and Real Options. The Accounting Review , 741-766.
Hartoyo, R., & Efendy, H. (2017). Development of Training Needs Analysis in Organization. Journal of Management Research , 140-159. doi:10.5296/jmr.v9i4.11866
Raphael, M. (2010). Impact of Recent Economy Changes on Human Resource Management Recruitment and Selection Practices. Proceedings of the Northeast Business and Economics Association (p. 556). Northeast Business and Economics Association.
Topno, H. (2012). Evaluation of Training and Development: An Analysis of Various Models. IOSR Journal of Business and Management , 16-22.
