Every business is built on a dream. However, to make that dream thrive and grow into reality, a number of practical things first need to be achieved. After all, Rome wasn’t built in a day. Indeed, even the Romans likely employed some form of workforce planning methodology to ensure they had the necessary skills to carry out the work at hand.
Establishing an empire requires ongoing employee management to ensure you get the most out of your staff. Employee management is so much more than ensuring things like a code of conduct and employee representatives. It also encapsulates the management of critical skills needed for the business’s growth.
A training needs analysis looks at the organisation’s current skills in relation to its growth objectives and compares it to the skillset that will be needed to reach those objectives. This important data will help an organisation take better control of its growth strategy by knowing more clearly which areas of further training need to be addressed.
There are several ways to carry out a training needs analysis. Among these are methods such as questionnaires, interviews, observations, and assessments. However, taking a look at the competition and assessing where you stand in comparison to the market is an important part of determining what training needs your company might have.
You also need to establish clearly what your goals are so that you can measure yourself against them. This will also help you outline an expected or hoped-for return on investment and help you determine what kind of team you aspire to have.
When doing a training needs analysis, you will be able to get ahead of gaps in your company’s skill base before those gaps start to become a real problem. In many cases, there will be gaps filled that you didn’t consider or didn’t realise were needed. This kind of proactive behaviour is always a good thing, as it keeps you from being reactive and on the back foot, thereby better enabling your company to become a leader in it's field.