Page 41 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes 3.1 Training Needs – Concept, Scope and Importance

A training need is the gap between the knowledge, skills and attitudes required and the
knowledge, skills and attitudes already possessed by the trainee. It exists at all levels of the
organisation, it is only the emphasis of one or the other aspect which changes, whether one is
grooming a new chairman or instructing an operator, since knowledge, skills and attitudes are
the three criteria around which all jobs are based.
The company must set the ‘climate’ for training in their organization by publicizing their
decisions and their intentions for staff training. The next step, after this statement of intent needs
really exist within the concern. This assessment of training needs is essential if the firm wishes
to build an accurate picture of the gaps in the knowledge and skills of the workforce, and should
be carried out with care, with professional help if need be from specialist trainers. Since this is
not a ‘one-off’ exercise, the knowledge of how to go about identifying training needs will have
to be vested in several key people in the training system, so a concerted approach at this stage
often bears the best results.
There are three major areas in which the staff displays such gaps i.e. they don’t meet the job
requirements. These are : (a) when their performance in their present position do not match the
required standards, (b) when the requirement of the job changes due to the changed circumstances,
and (c) when the present job ceases to exist or the job holder changes jobs, thereby creating new
‘gaps’ in the new job.

Existence of Need

The organisational effectiveness depends on the performance and excellence of their employees.
The employees may be inexperienced or lacking in some of the skill/knowledge required to
perform the given task. Or even organisational culture demands on the flexibility of attitude
and awareness of legacy or discipline to enable to recognize red, green and gray lines before
taking any decisions.
These deficiencies need to be rectified and the employee’s morale to be boosted as to perform
his task effectively. The model below (Figure) illustrates the performance deficiencies as a result
of deficiencies in an individual and or a group.

Figure 3.1: Performance Deficiencies

 Individuals knowledge & skill
 Skill & knowledge of the group
 Attitude of individual
 Group behaviour Job Performance and
 Facilities or work culture its effectiveness
 Job discipline
 Supervisory/Managerial effectiveness
 Organisational policies

Assessment of Training Needs

There is little disagreement among training researchers that a thorough assessment of the
organisation’s needs is of utmost importance and should be conducted before the development
of a training programme.

36 LOVELY PROFESSIONAL UNIVERSITY