Training Needs Analysis Research Paper Example | Topics and Well Written Essays - 2000 words

Training Needs Analysis - Research Paper Example The rapid economic changes, globalization and advancement of technology have generated various types of training needs in organizations. However, it has been increasingly realized that effective training can only be possible through accurate analysis of the training needs and requirements. Conducting training needs assessment is particularly important for protecting the assets of the organization and also assuring that resources are set aside for addressing the training issues and reserved and used for that particular purpose only (Barbazette, 2006, p.6). The paper tries to present a critical analysis of the aspect of training needs assessments in organizations by presenting the various arguments of authors for or against the topic. The arguments would primarily aim at determining whether training is the appropriate solution for a performance deficiency. If increasing the employee’s skills and knowledge does not help to resolve a crisis then training would not prove to be help ful. This calls for the need for assessing the training needs and requirements in order to ensure that the resources are put to appropriate use and are not wasted. The paper would also present the suggestions for removing possibilities of training deficiencies in organizations. Review of the Literature Training theorists and academicians have realized the analysis of training needs as a function which is integral to the training programs in organizations. In order to utilize the resources effectively it is crucial to determine the exact location, scope and magnitude of the needs for training. The researchers have put forth the fact that there is no justification for investing in the training programs if they do not result in improving or enhancing the efficiency of the workforce (Moore & Dutton, 1978). Training needs analysis is considered to be the first step in the cyclical process contributing to the overall educational and training strategy of the staff in organizations. The pro cess begins with the systematic consultation for identifying the learning needs of the staff followed by the program planning, delivery and evaluation. Research conducted on micro level and macro level training needs revealed that despite their small scale and limited scope training needs initiatives at the micro level demonstrated more methodological vigour and laid greater emphasis on the perspectives of shareholders in order to generate such findings which would be able to influence the remaining part of the training cycle positively (Gould, Kelly & White & Chidgey, 2003). In 1952, Mahler and Monroe made a study of the determination of the needs for training in the industry and showed that most of the methods of analysing training needs were informal. Only about one out of every ten companies reported to be using systematic approaches for determining the training needs. Observations, management requests, and discussion with superiors were among the most commonly used techniques f or determining the needs. Wood, (1939) noted that that questionnaire could be considered as an effective way of determining training needs but was of the conclusion that there was very little evidence which showed application of the research methods for need determination. A BNA survey conducted