Trainism

Today’s Organizations wish to perform at an optimum level. But before a training department can help a business unit improve performance, they must figure out what is the current performance level & what should be the desired level at which organizations are expected to work.

A performance gap is the difference between desired and actual performance. When you know what’s missing, you can take steps to fill in or minimize that performance gap.

Desired Competency – Actual Competency = GAP ANALYSIS

Establishing a baseline becomes imperative when planning organizations training needs.

The best way to plan training needs is to conduct a Gap Analysis. A gap analysis can play a crucial role in planning the training needs for your organization’s quality system. This is a

1. Determine Desired Competency Level.
2. Identify Actual Competency Level Using Grid System.
3. Conduct Training Programs
4. Setup a Robust measurement criterion.

Determine desired competency level: Desired performance is where you want your employee’s skills, competency and knowledge level to be. The training department should identify 5 to 10 most important skills for every team in an organization based on the business requirements or goals.

Identify actual competency Level: The training team must use a grid system to help the organization identify the employee’s current performance level. They should take the list of all the employees & rate them on three parameters of Unskilled, semi-Skilled, fully skilled & over skilled against each competency. Each category should have a definition to it.

Conduct Training Programs: Once the current performance level is identified, the training department takes a decision of conducting training programs for the employees. To help employees acquire the necessary skills and knowledge, a variety of traditional or innovative methods, such as classroom training, on-the-job training, self-directed learning, coaching, mentoring, facilitating techniques, simulations, Instructor led training programs must be conducted.

Setup a Robust Measurement Criterion: By this we mean that the training department can determine when a desired competency or result has been accomplished. Whether each & every objective and goal has been met & what has been the overall quality of outcome. Setting up a measurement criterion is a very time consuming & a tedious process. But once you have understood the overall objective the process becomes a lot easier. Remember the objective setting in stage should always be quantitative that can be measured. Post training the gap should again be measured & follow up training sessions should identified for employees if the gap is not bridged.