Before creating a training programme, it is important for the trainer to research about the company’s situation thoroughly.
HR Talk with Paul Nyausaru
It is critical to gather information in several key areas of the organisation so that you create a relevant and customised training plan. The following are the critical considerations for a customised training plan:
Determine training needs
Different company resources can be used to determine the organisation’s training needs.
Organisation’s strategic goals: A successful trainer will take into account the organisation’s stated goals to help define the overall training programme goals. There is need then to align training objectives with the organisational goals in such a way that when the targeted employees meet those objectives. This process normally begins with new employee orientation training.
Job descriptions: Another source of determining the training needs is the stated job requirements outlined on the job description. So every trainer with the desire to customise the training plan.
Determine affected employees
Once information regarding areas which need training have been gathered, there is need to figure out which employees need which particular training. The trainer now needs resources to assist in determining who needs training. The following are some of the documents may be necessary:
Organisational training and development policy: The organisation’s training and development policy normally spells the mandatory training areas/ courses that the organisation has stipulated. These can be very useful in the process.
Employee records: Review issues to do with safety violations or accidents to determine if employees may need safety training.
Performance data: Review information on the performance appraisal forms to identify weaknesses in performance that may require training. You can also develop your own methods for determining which employees need training, ranging from informal to formal.
Observations: The trainer needs observant to the goings on in the workplace and identify employees who need training in specific areas.
Informal discussions: Talk with employees, supervisors, and managers to get candid information about areas where people feel well-equipped to do their jobs and areas where they are uncomfortable.
Focus groups: This method involves selecting a group of hand-picked employees and asking them designed questions regarding training. This activity gives you the opportunity to gather data from a few people in a short period of time. Focus groups are good for brainstorming, which can be a valuable source of information.
Paul Nyausaru is a Human Resources Practitioner. You can contact him on email firstname.lastname@example.org or email@example.com. Views contained in this article are personal.