How to define your company’s training needs

Setting up a training plan for your company is no easy task. There are lots of things to consider, such as training topics, training formats, and finding the right training partner with skilled trainers to organise the course.

Before you can even get started with all of that, it’s important to define your organisation’s training needs first. By clearly defining your company’s training needs, you avoid creating a training plan that doesn’t provide any added value to the company and the employees. Mapping out your training needs will help you create a focused training plan that helps your organisation and its employees reach its goals.

In this article, we’ll explain how you can get started with defining your organisation’s needs. If you’re not comfortable with defining the training needs yourself, we can help you with that.

1. Look at organisational goals

Most organisations map out yearly or quarterly goals that need to be reached. Take a look at the goals your company has set for this quarter or this year. What does your company want to accomplish? What is slowing your company down or preventing it from reaching its goals?

2. Map out present and needed knowledge

Once you mapped out your organisation’s goals, think about the skills employees would need in order for your organisation to reach those goals. Which needed knowledge do the employees already have? Which of the needed skills do the employees still lack? Ask managers and team leads to provide input, so you’re sure you have a good image of the present and needed knowledge in your organisation.

3. Conduct an employee survey

One of the best ways to learn if your organisation’s employees are lacking any vital skills, is by asking them. They will most likely have an idea which of their skills could use some improvement. Maybe they have been struggling with a certain technology for a while because of a lack of training, while nobody realised there was a problem. An employee survey might give you valuable insights in the employees’ training needs.

4. Don’t forget personal development

Don’t forget to take the employees’ personal goals in mind as well, as this is vital for employee satisfaction. Allowing employees to pursue their own career goals and interests will make them feel valued, which increases work motivation. Ask about the employees’ personal interests, try to align them with the organisational goals and integrate them in the training plan.

5. Define training needs

Based on your analysis in the previous steps, you should now be able to decide on a set of skills that the employees need to learn in order for your organisation to reach its goals, and the employees to reach their personal objectives as well. These are your organisation’s current training needs. You can now start researching training courses that suit your training needs, and help you in upskilling your employees.

If you don’t have the time or knowledge to do this analysis yourself, you can always rely on your HR department or an experienced training partner to define your employees’ training needs for you. You can read more about how The Campus can help identify the knowledge gaps and training needs in your organisation here, or you can contact us right away.



The Campus, Charlotte Van Rompaey 22 September, 2020
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