HRM MOD 5B

Module 5

Training & Development

Types of training

What type of training can EBMOs provide to their employees?

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Depending on the job roles and the organization's objectives, there are various types of training that employer and business member organizations (EBMOs) can provide for their employees.

Quality Training

Skills Training

Technical Training

Continuous Profesional Development

Soft Skills Training

Team, Leadership and Management Training

Safety Training

Training needs analysis

What are the 3 aspects of the Performance Gaps?

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training needs analysis

Determining the training needs of the EBMO is a critical process for accurately assessing the performance gaps faced by employees within the organization. While most organizations concentrate on identifying the types of training needed to address these gaps, it is equally important to conduct a thorough analysis of the performance gaps themselves.

The Training Needs Analysis (TNA) process identifies the Performance Gaps from 3 aspects:

Organisational Analysis

Operational Analysis

Individual Analysis

These 3 aspects are required to improve the performance gap and assist the employees in developing towards achieving the performance standards of the job and the EBMO objectives.

self-study

YouTube: Training Needs Assessment

Click here to watch the video

Diagram: Training Needs Analysis Levels

Click here to view the training needs analysis levels

Blog: A Guide to Conducting a Training Analysis by AIHR

Click here to view the guide.

How to conduct training needs analysis?

There are six key steps to conduct a Training Needs Analysis:

Identify The Organization’s Goals.

Analyze Current Performance Levels

Identify Training Requirements

Develop A Plan Of Action

Implement The Plan

Training or Non-Training solutions

TIP

self-study

Video: How to Conduct Training Needs Analysis View this video to learn more on how to conduct training needs analysis

Refer to Tool 5: Development and Training Download this Tool 5 and refer to:

• Training or Non-Training Intervention (page 4)
• Traning Needs Analysis Template (page 22)

Exit this slide and continue with the next activity.

Individual Analysis

This training needs assessment is tailored for individuals or teams and is conducted in conjunction with projects or changes that may impact each team member. Additionally, it serves as a tool for employees' personal development, supporting their career advancement goals

• Which job behaviours contribute to the achievement of the organization and departmental objectives and strategic goals?
• What are the obstacles to the display of relevant job behaviors or skills and knowledge developed or taught in the organisation?
• Do the listed job behaviours align with organizational core values?
• Which cultural cues reinforce undesirable behaviour?
• What other influences that play a role in reinforcing undesirable behaviour?

The TNA process and the ability of organisations to address the performance gaps in an efficient manner enables organisations to be operationally agile — which is key to having the right skills in the right people at the right time to accomplish organizational objectives.

View the example from Tool 5 here

Team, leadership, and management training are essential processes that empower teams to enhance decision-making, problem-solving, and collaboration for the development of EBMOs. These trainings foster improved communication, boost employee engagement, and drive productivity, ultimately leading to better business outcomes for EBMOs.

ORGANISATIONAL ANALYSIS

• What problems are occurring in the organization?
• What are the organization’s objectives and strategic goals?
• What are the challenges at department levels to achieve objectives and goals?
• Which organizational goals require upskilling or development of competencies?
• Which department performance should be improved?
• What is the competency gap between organizational aspirations and departmental performance?
• What are the solutions to minimise the gap over short, medium and long term?

It determines training needs related to performance metrics, new employee knowledge at the organizational-wide level, and continuous training to optimize company performance and productivity to achieve its goals. It’s designed to address problems and weaknesses of the organization as well as to further improve the company’s current competencies and strengths. More importantly, it takes into account other factors like trends and changes in the economy, politics, technology, and demographics.

Quality training is a type of training that focuses on how employees of an EBMO can produce quality products and services. For example, the ISO sets the standard on quality for most production and environmental situations.

Operational and Job Analysis

Operational analysis examines the overall effectiveness of an organizations processes whilst the job analysis examines the individual job roles within an organization. These type of analysis identifies specific training needed to upskill a team, department, or business unit. Moreover, it determines which occupational groups experience skills gaps or discrepancies and ways to eliminate them.

• What are the employee performance levels?
• What knowledge and skills are currently displayed for specific job functions?
• What are the knowledge, skills and behaviour components required for job function?
• What is the competency gap between organization aspirations and employee performance?
• What are the training or non-training solutions for the upskilling, reskilling or improvement of performance?

Skills training focuses on the specific competencies employees need to effectively perform their jobs. For instance, EBMOs offer services to members on business policies, employment laws, and more. Therefore, it is essential to identify the skill sets required for employees directly working in these areas

Technical training focuses on Information and Communication Technology (ICT), software applications, social media, and specific programs that employees need to enhance their work performance and improve organizational services.

Soft skills are those that do not relate directly to our job but are important. Soft skills training may train someone on how to better communicate and negotiate or provide good customer service.

Safety training is crucial for organizations to comply with Occupational Safety and Employee Health standards. In the wake of the recent COVID-19 pandemic, many organizations have become increasingly concerned about employee health and welfare, encompassing physical, mental, and emotional well-being

Team, leadership, and management trainings are essential processes that empower teams to enhance decision-making, problem-solving, and collaboration for the development of EBMOs. These trainings foster improved communication, boost employee engagement, and drive productivity, ultimately leading to better business outcomes for EBMOs

Professional training encompasses certifications or specialized training necessary for specific professions to perform their jobs effectively. For example, in the field of taxation, annual budgets announced by governments can significantly impact the advice provided by tax accountants. Consequently, these professionals must undergo training to stay updated on the latest tax laws.