Identifying Training Needs

The perception that external training is irrelevant deserves a second thought in view of increasing competition posed by the global market place and recession. Today's globalised economy has led to organisational responses which include drives for quality, technological change and organisational restructuring, which has been the trigger for seeking more cost-effective training.

While internal training such as in-house courses and programmes, on-the-job training, mentoring and open learning are still popular among the Malaysian companies, traditional external training have received criticisms from many companies for its theoretical and academic approach. For example, unrealistic or impractical examples are used to illustrate situation not related to the actual simulation in the workplace. Some courses are believed to be irrelevant as they are not tailored according to employee and job needs.

Hence, it is the need for cost-effective training which has caused the shift away from traditional training over recent years. Cost-effective training is usually work-related and practical by nature. Ideally, cost-effective training enhances the trainee's motivation and understanding, increases their productivity and efficiency at work with a minimum training budget.

As managers increasingly see work-related training to be of importance, budget conscious companies are also aware of problems that arise when training is conducted by external training providers and consultants. There are complaints that the external training are too expensive, while courses provided are insensitive to company's and training needs. Some also find external training disruptive and creating problems rather than solving them.

External training providers should carefully identify the individual company's needs for training and respond to these different needs accordingly. After identifying the needs and problems, training providers should relate the course content to the trainee's work by providing information and hands-on approach to the trainees.

Course content, course time and location are three crucial factors in decision making for training. Managers can request from the external training providers to develop courses where the theory ties to relevant practical examples, at flexible times, and with trainers going out to the workplace as much as possible. In short, training needs of employees must be identified and must not be assumed in order to achieve cost effectiveness for the company. 

Source: Jobstreet.com.ph

Posted in: analysis,mentoring,program,training