Organizations aiming to stay ahead in the competitive era of Generative AI realized the crucial role of Training Needs Analysis to optimize the workforce. A Training Gap (also known as a skills gap) is the variation between the desired and actual results which can be at individual, team, or organizational level. Training gaps can be related to required skills, behavior, or performance.
According to a report 68% of business leaders foresee gaps in major tech and data areas coming in by 2030. Here are some examples of training gaps or skills gaps at workplace –
- Lack of data analytical skill
- Performance gaps which occur when individual is not performing in compliance to the objectives of an organization.
- Soft skills gaps are related to lack of creativity, knowledge, motivation, flexibility, problem solving, communication and adaptability implying deep impact on teamwork.
- Technical skills gaps include dearth of adeptness in software and tools, lack of emerging and high demand skills.
- Lack of management or leadership skills
Training needs analysis has become a powerful tool for businesses or organizations which helps in identifying and dealing with skill gaps resulting in improved performance and productivity of the employee.
WHY TRAINING NEEDS ANALYSIS (TNA) FOR BUSINESS SUCCESS
With the automation of repetitive work Gen AI is significantly changing the talent acquisition process of many organizations and is likely to replace 75% of the workforce by 2035. Training needs analysis has become crucial for the employees to retain their position by transforming them into skilled workforce.
A training needs analysis (TNA) is a systematic process which helps to identify skill gaps in employees and helps organization in designing and implementing effective training programs to deal with them.
Training needs analysis does not only boosts employee engagement but also ensures the alignment of training offerings with the business’s changing needs and identifies areas that may require access to education or credentials like certificate courses in high demand skills, also helping in gaining insights into their performance.
PHASES OF COMPREHENSIVE TRAINING NEEDS ANALYSIS
- Phase 1: ANALYSIS
Understanding the skills gaps within the organization, assessing the current skills possessed and performance of the employee. The TNA should be aligned with the defined organizational goals.
- Phase 2: DESIGN AND DEVELOP
To design in-depth TNA data collection from diverse sources is crucial. Data driven approach reveals specific skill gaps and plays an important role in designing the training program.
- Phase 3: IMPLEMENT
Application of the plan to reach the desired outcome leading improved productivity, engagement and retention of the employee.
- Phase 4: EVALUATE AND REVIEW
Evaluation of performances and review of the plan are important as they show the needed changes in the training that is done on a regular basis. Reviewing the plan directly affects the efficacy of the training.
COMMON METHODS TO CONDUCT TNA
Training Needs Analysis (TNA) involves identifying gaps in skills, knowledge, or abilities within an organization to design effective training programs. Common methods include surveys and questionnaires, which gather insights from employees about their training needs; interviews with managers and staff to understand specific challenges and skill gaps; and focus groups, which encourage in-depth discussions on shared training requirements. Observation is another effective method where tasks are monitored to identify inefficiencies. Additionally, job analysis helps determine the skills required for specific roles, while performance appraisals and assessment tests highlight improvement areas. Combining these methods ensures a comprehensive understanding of training needs.
HERE ARE SOME COMMON PITFALLS THAT SHOULD BE AVOIDED DURING THE ANALYSIS PHASE
- Noisy data fallacy: Incomplete Data with errors and improper format.
- Sample biases: Lead to unidirectional analysis.
- Unclear objectives: Affect the desired outcome. SMART approach is very helpful in defining the objectives.
- Complex or poor analysis: Increases the rigidity of the process of TNA.
- Lacking effective action and follow up plan: to prevent this it is important to define metrics and develop performance indicators.
15 BEST TOOLS AND SOFTWARE USED IN TRAINING NEEDS ASSESSMENT
- iMocha
- Cognota
- 360 Learning
- TalentLMS
- eFront
- Learning Pool
- Absorb LMS
- iSpring
- Eloomi
- Trainingfolks
- Tovuti
- Xperiencify
- MTD Training
- Whatfix
- BNHExpertsoft
SUMMARY
Employees are the backbone of any organization, their development is directly proportional to organizations success. Harnessing the TNA strategy, organizations can unlock the potential of employees. The shift in the focus onto skills has made TNA an important part in helping organizations to build teams for future readiness and cater to the drastic changes that will come with Gen AI and fast emerging technologies.
