Identifying Training Needs And Development

To identify development needs in an organization should address some stages that are usually handled without sufficient rigor, which ends in plans not aligned to corporate strategy or away from the real needs of each individual:

The steps suggested are:

I. Identify training needs of the area

This activity aims to identify the activities required by the area as a whole. To identify them to consider:

The expected contribution of the area for achieving the objectives estratégicos.Los strategic guidelines of the area according to the objectives organizacionales.La existence of new projects to develop or implement within área.Analizar if any new equipment or technology in the area.

This activity is appropriate to review the mission and objectives of the Company, and the contribution of the area.

II. Identify training needs of the positions and roles

This activity aims to identify training needs based responsibilities and duties of the office. It is important to differentiate that training is not to cover the technical requirements of the job training but that will complement and help optimize the development of the expected contribution of each position. To identify this training should be considered:

Are there new working methods or technologies that optimize the execution of activities? For the development of its activities, the position requires updating rules or laws?

This activity is appropriate to review the job description.

III. Identify training needs of workers

This activity aims to identify the training needs of individual workers based on their suitability as profile. To identify this training should be considered:

What needs to reinforce skills at work (organizational skills)?. Are you ready to take on new roles temporary replacement vacation or absence of the owner?. Are you ready to take on new functions or new use of technology and equipment specific to their functions ? Does the behavioral profile of emotional intelligence and adequate for the needs of office?. Do you have goals and objectives defined in the performance commitments that require training and development?

This activity is suggested to review results of psychometric tests and / or profile applied to employees, alignment Title / Person and performance evaluation results of the worker.

IV. Comparison vs. needs. Human Development offers on the market

This stage should be developed by the Head of Human Development, upon completion of the previous stages and based on an internal analysis to identify the best suppliers according to identified needs.