Annual workplace skills plans (WSP) were due at the end of April. Submitting a WSP is a big step to upskilling staff and meeting organisational training and development goals.
Organisations qualify for mandatory grants from relevant SETAs and have access to tax rebates for learnerships and discretionary funding.
Conducting a training needs analysis aligns with WSP submissions and assists with identifying and filling skills gaps. The process is also used by companies who may want to change operating systems or products or services offered to clients.
GUIDELINES TO CONDUCTING A TRAINING NEEDS ANALYSIS
Determine business outcomes
What is the goal of the training? It may be to improve customer service, improve employee morale or increase sales.
Identify critical competencies
Collect information in the form of interviews, focus groups or surveys. Use a rating scale to assess the importance of each competency and include critical competencies only.
Determine current competencies within the organisation.
Determine performance gaps
Assess areas of improvement within the current competencies.
Prioritise training needs and consider how to implement training
Typical training methods include on-the-job training, web-based training, conferences, mentoring and coaching and formal university programmes.
Factor in training and travel time, content development and external providers.
Evaluate the training
Has the training worked? Did it improve job performance? Did it meet business objectives?
Training increases productivity, reduces employee turnover, increases job satisfaction and enhances corporate image.