Sheet 52
HOW TO IDENTIFY TRAINING NEEDS
Supervisors are in a key position to identify the type of training actually required (training needs) by their immediate staff. Through observation, discussion, and reports put forward by the staff themselves, supervisors can deduct both the short-term and long-term training needs of staff.
The following process may help to identify training needs.
1 Consider the Level of Performance Expected from the Employee
Quite often, supervisors set up their own ability as a basic standard and expect other employees to perform likewise. In other words, based on their own ability and experience, they tend to think that what they can do themselves, others can do too. When deciding upon training needs, however, it is important to focus on the skills actually required to do the job and the existing skills of the employee.
・Consider the standards required regarding quality, quantity and methodology for the task undertaken by the employee. If need be, discuss and analyze the task with the employee.
・Be clear about the level of knowledge, skills and experience required to accomplish each task.
・If there is a work manual, deduce whether or not staff can comprehend and implement the task according to the contents of the manual.
2 Examine the Existing Abilities of the Employee
The following methods may help to identify the existing knowledge, skills and attitude of the employee.
・Observe the manner in which they go about their everyday work.
・Carefully examine and evaluate completed tasks and reports.
・Observe them at regular intervals through daily contacts and work discussions.
・Occasionally raise a few questions to gain a better understanding of the employee's abilities.
・Ask employees to analyze their own abilities and discuss this self-evaluation with them.
3 Examine Why an Employee Failed to Meet the Expected Level of Performance
When an employee's performance fails to meet the required expectations, find out the reason by means of observation, discussion, etc. Poor health, mental stress and worries can sometimes affect work performance. In addition to this, relations with colleagues or the attitude of the supervisor itself may also be the cause of poor performance. In each of these cases, the supervisor must respond with appropriate action.
Generally, however, the reason for not meeting expectations is usually a lack of knowledge or skills. It is important to identify and fill training needs by recognizing gaps between expected and existing levels of skills.
