2. How to conduct a Needs Assessement for Training in
companies?
As I said in the previous work, when we talk about training we refer to the learning process that
is managed within an organization in a programmed and systematized way oriented to the
workers to improve their performance and their abilities. Training is also often used when you
want to stand out within a sector or when there are new incorporations of both personnel and
machinery.
That is why it is very important to evaluate the needs of the company before performing any
type of training so that it is done more efficiently.
It does not always require a training process, for example, if there is a decrease in profits in the
company does not mean that something goes wrong within the company, it may be that the
product is not what the market requires, that's why To carry out a training process, you must
first identify the underlying signs of such a need, such as customer complaints about the quality
of the information offered by the workers, an increase in work-related accidents, absenteeism,
etc ... once you have identified that there is a problem Questions arise about how to train
workers, that is, how to offer them adequate training and that is where the evaluation of training
needs comes from.
The evaluation of Training Needs is a process that involves three levels which must be in this
order:
Step 1: Organizational evaluation, in this first step it is necessary to ensure that the training
initiatives that arise in the evaluation of needs that are going to be carried out are in tune with
the goals and the vision of the organization, this is where it is questioned if the need it is only a
department or the entire organization, if you have all the necessary resources, if there are
impediments ...
Step 2: Analysis of tasks, in this step what is required is to analyze the tasks and activities of
each position which need extra training for this, it is necessary to evaluate who does the tasks,
how often, as they should be done correctly , the skills that are required to perform these tasks
and if there are previously processes to do them in order to create a formalization of the tasks
and easier to perform them, when the jobs are based on knowledge may be necessary an
analysis of cognitive tasks.
Step 3: Individual evaluation, refers to the people who should be trained because not all workers
will need to enter the training process. Many of the contributions to this type of analysis can
come from the analysis of the performance that is usually carried out by the organizations
annually, which also will make the training more personalized.
References:
https://www.shiftelearning.com/blogshift/evaluar-las-necesidades-de-capacitacion-elearning
https://runahr.com/recursos/hr-management/como-puedo-determinar-las-necesidades-de-
capacitacion-de-mi-empresa/
https://ldiazvi.webs.ull.es/detnecfor.pdf
Thaisa Ruiz Cerdá
Erasmus Student
