Managing training operations

This article looks at various facets of managing training operations and follows on from the article on training strategy. Therefore this managing training operations article starts with a brief consideration of training needs analysis and subsequent aspects of the learning life cycle.

NB For more considered analysis of training needs analysis see separate articles.

Having identified how a training strategy can help progress the organisations corporate strategy the next key step is to determine whether a gap exists between, for example, the competences required to meet future role expectations and the human competences that exists and that that is capable of being realised.

Only through competence development programmes following competence (and capability) assessments can the organisations strategic development needs be attained.

This therefore is the purpose of training needs analysis. (Often thought of as a study of individual need but is in reality an analysis of corporate need to drive individual development). The benchmark for conducting a training needs analysis is the definitions set in your organisations strategic document. The specific task of conducting an individual training needs analysis (or more preferable a competence based assessment) is to determine whether your people are equipped with the behaviours, values and competences they require to operate in a manner and at a level that is sufficient to meet the organisations future demands. This assessment task for selected individuals, uses evidence (from personal development portfolios? or performance reviews?) and/or demonstration, and/or self test, and/or observation, e.g. assessment centres.

The importance of managing training needs analysis, linked to personal development portfolios, to managing training operations cannot be underestimated. It is through professional training needs analysis that the training manager can ensure that all consequential training programmes will have a clear view of developmental objectives and deliverables.

Training Needs Analysis though must ensure that needs relate to both the individual and the organisation.