Sometimes a watering can with an attachment is just the right tool. For example, if you want to water a lawn evenly. However, when it comes to training and educating your employees, it is better not to rely on the watering can principle. Because some of your plants need more water, others need more sun and others need a special fertilizer so that they can grow and bloom.
Applied to day-to-day business, this means that the skills your employees need to do their job to the best of their ability differ - for example, between different departments, roles or levels of experience. The challenge lies in precisely identifying the training needs of employees and providing training that meets their actual requirements.
Here you can find out why you should systematically identify training needs and which methods are suitable for this. We will show you how you can proceed step by step to precisely identify your needs.
Why determine the need for training?
Investing money indiscriminately in training measures usually means ignoring the actual need. Instead, use your available budget in the right places where there is a specific need for training. This need arises, for example, through
- technological developments,
- new regulations,
- lack of experience,
- a planned career move or
- insufficient knowledge.
Close specific skills gaps and qualify your talents according to individual needs. This offers many advantages for both sides.
| Advantages for companies: | Advantages for employees: |
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Methods for determining training needs
From theory to practice: To identify training needs, carry out a needs analysis. To obtain an impressive picture, it is best to use various data sources and methods. This will give you a solid database and ensure that the training measures offer the greatest possible benefit for the company and its employees.
Performance appraisals
A regular assessment of work performance quickly reveals where skills are lacking. With this method, the feedback comes from the direct environment of the person being assessed - from direct colleagues, managers or even subordinate team members. It is also informative to compare the external feedback with a self-assessment of the employee.
Employee surveys and interviews
Ask your employees directly where they see a need for training. You can do this in one-to-one meetings, for example - surveys are a good option for larger companies or departments. For example, employees can fill out a questionnaire that asks about their skills on a scale of 1 to 5.
360-degree feedback
As the name suggests, this method relies on the broadest possible spectrum of feedback, e.g. from managers, colleagues, subordinate Employees and possibly even customers. The many different perspectives create a comprehensive picture. Feedback providers are all people who have points of contact with the employee being assessed. Pay attention to recurring patterns and tendencies in the answers, as they show both the strengths and the need for further training.
Competence analyses
The aim here is to carry out a target/actual comparison of your Employees ' skills. To do this, first determine which skills are required for a specific role. For example, conduct interviews with the top performers in a particular department and their managers and document the results. A look at the job advertisements of other companies can also provide you with information about which skills are relevant for certain roles. Compare these with the current skills of your employees, e.g. from performance appraisals or from the data on your learning platform.
Technological aids
Many modern HR technologies and learning management systems (LMS) can automatically collect and analyze data on learning activities. They recognize patterns in the use and difficulty of learning modules and evaluate their effectiveness. Based on these analyses, they provide recommendations for improving skills, tailored to individual career goals, position requirements and company goals.
Step-by-step guide to determining training needs
- Define goals: Start by setting specific goals for the training measures. These should be in line with the overarching corporate objectives. Ask yourself which competencies or skills need to be developed in order to achieve your strategic goals.
- Collect data: What is the current state of your employees' skills? Analyze the current status, e.g. with the help of performance appraisals, 360-degree feedback, surveys, etc. Data from your LMS or Learning Experience Platform LXP) can also provide you with information about the level of knowledge.
- Identify skills gaps: Match the skills you have with the skills you need to find out in which areas your employees need training.
- Set priorities: Check which missing skills are particularly critical. Take into account which gaps have the greatest impact on the company's performance and competitiveness. But also consider legal requirements - e.g. proof of certain certificates or licenses.
- Select training methods: Decide which formats are best suited to close the prioritized skills gaps. This could be face-to-face seminars, e-learning or In-house training in-house training. Take into account the learning objective and the preferred working methods of your employees - but of course also factors such as cost and time required
Tip:
With In-house training , you can tailor the training content, format and location precisely to the challenges and objectives of your company. There are also no travel and accommodation costs.
- Plan implementation: Create or supplement your training plan. Define time frames, resources and responsibilities. Communicate the plan clearly and ensure that everyone involved is informed. Here you will find a practical checklist to help you plan and organize In-house training .
- Measure success: Check whether the further training measures were successful. To do this, collect data again on the skills and performance of the employees. Also check the achievement of company goals and sub-goals - even if their achievement naturally depends on many other factors.
- Make adjustments: In our globalized world, change is the order of the day. Companies must be able to adapt quickly to new requirements. Therefore, do not hesitate to adapt your training programs on an ongoing basis.
Template for a questionnaire to determine training needs
You can use the following questions as a guide to assess the training needs of your employees.
Questionnaire on training needs:
- Are there specific challenges, changes or important (trend) topics in your day-to-day work for which you need support?
- How do you rate your current skills and what other skills would be helpful? E.G:
- Communication skills,
- Ability to work in a team,
- Problem-solving ability,
- Presentation skills,
- various specialist skills, ...
Tip:
Ask about the skills using a scale (1-5 or 1-10). Give the employees enough space in a free text field to record their ideas.
- How would you rate the company's current training program?
- Which learning methods do you prefer?
- E-learning (videos, interactive exercises, quizzes, audios, etc. available at any time),
- Online seminars (in real time),
- Blended learning (consisting of online and classroom units),
- Training in presence,
- Workshops, ...
Tip:
Adapt the list to your company's further training offers.
- How much time can you devote to further training each week? Are there certain times that are more suitable for you?
Take your personnel development to a new level
If you know the training needs of your employees, you not only use your budget more wisely, but also build up the necessary skills in the areas of the company where they are needed. This not only contributes to the company's goals - you also meet the individual needs of your employees.
Train your employees efficiently and precisely according to their needs in your own company. Benefit from the widest range of in-house training courses on the market - on site or online.
