PAUL NYAUSARU
Before creating a training programme, it is important for the trainer to research about company’s situation thoroughly.
It is critical to gather information in several key areas of the organisation, so that you create a relevant and customised training plan for your organisation.
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 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 must make use of the job description as another source for determining training needs.
Determine affected employees
Once information regarding areas which need training has 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 that may be necessary:
Organisational Training & Development policy —The organisation’s Training & 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 to be 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 an HR Practitioner and leadership coach. For all your HR interventions and leadership development training you can get in touch with him on WhatsApp/call +263774062756 or Email pnyausaru@gmail.com
