How do you know what is needed in terms of the Training portal?
The training needs assessment (DNC) is a procedure by which information can be obtained that will serve as the basis for developing a training program.
The DNC seeks to find the answers to four key questions: Who needs to be trained? What do they need training on? How deeply should this training be developed? When and in what order should they be trained?
There are various techniques for performing DNC. A great point in common that all of them have is the comparison between what it is in terms of capabilities and what it should be; that is, to establish the difference between what a person should know to perform a task and what they know. Defining this gap well will allow us to have a clear idea of the training needs.
Thus, the DNC can be carried out from techniques such as the review of job analyzes, the performance evaluation of workers, the analysis of the inventory of skills, observation, customer complaints, the development of questionnaires and lists verification that highlight the training needs, the analysis of problems within the company, the evaluation of requests from supervisors and bosses, interviews with supervisors and managers, knowledge tests, surveys, interdepartmental meetings, task analysis, job modification, review of staff development plans, exit interviews with staff leaving the company, job analysis, etc.
There are also some indicators of training needs, which serve to identify events that could cause future training needs (a priori indicators) or common problems of existing training needs (a posteriori indicators).
Objectives of the DNC
The diagnosis of training needs of a company is aimed at detecting the existing deficiencies or deficiencies in the workers, as well as the problems that affect their efficient performance and the proposed solution to the detected needs. This implies that the detection of needs is the key factor prior to training. A training plan cannot be carried out without first identifying the needs in that area. Training without diagnosing would be like walking blind.
Defining training needs leads to determining the organization's training and development objectives. These objectives must in turn clearly establish what are the desired achievements, the goals to be achieved, and the means with which they will be available.
Among the specific objectives of the DNC we have:
Determine the potential of workers.
Gather the information that makes it possible to specify the ideal situation in which the company must function with certain capacities, that is, define what should be done.
Determine the situation in which the organization and its collaborators really fulfill their functions, that is, define what is really done.
Make a comparative analysis between both scenarios: between what should be done and what is actually done, pointing out the gaps.
Establish if the needs of human resources can be satisfied with the development of training.
Define who needs training, in what areas, and when.
SOURCES CONSULTED:
Working document "Diagnosis of training needs" , by Jorge Everardo Aguilar Morales, published by the Oaxacan Association of Psychology.
The working document "Detection of training needs", published by the Tammy-Gogia portal.
Working document "Training and professional development of staff"
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4 Traits that Make Rapid eLearning the Undisputed Corporate Training ChampionFast and budget friendly design and development – Rapid eLearning uses existing content, rapid authoring tools, and customizable predetermined templates for courseware creation.Quick conversion and translation solutions – Rapid eLearning can help convert classroom ILT (instructor-led training) to Virtual ILT, Flash courses to HTML5, and even provide multilingual translation.No compromise on quality – Rapid eLearning upholds course quality of traditional eLearning course, by following AGILE process of eLearning development.Support for all training types – Rapid eLearning supports all possible training types and needs.Rapid eLearning has changed the entire eLearning geography, delivering fast business results by increasing employee efficiency and compliance – all that you as a training manager could have hoped for.
It makes it possible to roll out critical courses within tight budgets and short timelines.In this article, I have listed four features that make rapid eLearning the go-to training strategy for 2020.Rapid eLearning, as the name itself suggests, is a process of efficient eLearning course design and development in the minimum possible time.
With COVID-19 showing no signs of departing anytime soon, 44% of global companies are going for eLearning and virtual employee training.
Given that such a massive requirement cannot be met in-house, most organizations are looking towards eLearning vendors for outsourcing their corporate training courses.But what makes rapid eLearning wear the champion’s belt with pride?
This is achieved by:Using existing content: Rapid eLearning development primarily uses existing material (classroom and other resources) after it is checked for accuracy and relevance by the SMEs – PPTs, manuals, facilitator guides, etc.
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