Training and development are carried based on specific objectives that are very important to an organisation from time to time. Objective-setting is an important task before any form of training and development activity can take place in the workplace. The main objectives of staff training and development are to improve the qualities of the trainee, formulate objectives for different needs and plans ways to achieve those objectives. The training objective is very important because it determines the design and content of the training programme. The overriding objective in all training and development is to increase personnel efficiency, professional growth, and achieve more effective organisational operations.
Needs Assessment The effectiveness of training and development heavily depends upon the effectiveness of the process used in identifying training needs. Most organisations formalise their training process by providing a budget and resources for training, but this will not ensure the investment is a good one. To ensure the best possible returns for the organisation, training and development activities, like any investment, it has to be targeted, planned and managed. First and foremost, the training and development required for the organisation to achieve its objectives must be properly identified and prioritised.
Training need analysis is the first step on the path to effective training. Training need analysis means measuring the gap between skills available and skills required for employees and making recommendations to bridge the gap. When need analysis is done, it is possible to focus attention on the target and identify the means for getting there. The Need analysis process also involves others and helps them to understand the issues which they are facing. There are five essential reasons for doing need analysis:
1. The business world is changing rapidly and organisations require keeping pace with this change. 2. As result, everyone is being asked to stretch themselves to do more than ever and to do it faster. 3. To ensure solution is provided to address performance gaps and/or training needs. 4. To effectively focus resources, time and effort toward a targeted training solution. 5. To eliminate the necessity of having to engage in recruitment of skilled workers every now and then.
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