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Training Your Personnel: Level 4 |
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Unit 5 - Training Needs Analysis |
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5.3 Planning |
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Identifying Training Needs |
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By identifying training needs a company is identifying performance gaps. However, gaps in performance may be due to other causes as well as lack of appropriate training. Some factors of poor performance include:
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| Lack of Resources | |
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Someone who is provided with inadequate or inappropriate tools may perform below the level which he or she is capable of. For example, the poor performance of a cleaner may be due to an inefficient vacuum. In this case it would easy to remedy the problem. Another resource limitation often blamed for poor performance is time. To determine this, it would be necessary to compare the performance of different people doing the same job with the same constraints. |
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Lack of ability |
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Ability refers to the person s innate abilities, over which they have no influence. Limitations in intelligence, aptitude for learning, manual dexterity or a range of other abilities can inhibit job performance. If this is the case it probably indicates poor selection procedures, or that the job itself has changed. |
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Lack of motivation |
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Poor motivation may be due boredom, lack of a challenge, a feeling of being unappreciated, or resentment for some past wrong, among many things. Some people are much easier to motivate than others. If someone who was highly motivated is now indifferent, they are probably trying to say that they are not happy. It may not be easy to find a solution to this, but training gives people attention and this can be motivating. |
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Training Need |
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A lack of knowledge or skills in someone who has ability to acquire that knowledge or skill is a training need. Competence comes through learning, and learning comes through training and/or experience. Within an organisation, there are different types training needs. These are:
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