An important element which is sometimes left out or not given enough weightage is the systematically evaluation of the training needs of an individual which will eventually result in growth of the business and development of an individual.

The following points helps in determining the training needs of an individual:

1. Analyze your current situation

2. Evaluate the required skill sets

3. Involve employees

4. Get feedback, analyze and share actual data

5. Draft a particular development plan for employee

6. Apply your plans

In order to have a successful business functioning, training needs must be thoroughly examined while drafting the competencies for the job in the organization

The step by step approach

In a systematic process approach there are four types of analysis:

1. The competency analysis helps in evaluating the required skill sets that must be poccessed by an individual to carry out his job responsibilities efficiently.

2. The following organization analysis also throws light on the area in the organization which needs to be trained for future.

3. Task analysis: The following throws light on what must the employee learn in order to perform effectively in the organization.

4. Individual Analysis: In this study analysis is done on who would like to undergo this training and which particular training to be imparted to that individual.

Conducting such an analysis is time consuming, but it is ultimately more cost effective. Since the major cost of training is the time and overhead of having people in a training session, the up-front analysis is an effective way to reduce the total cost of implementing an employee training and development process.

This systematic approach helps in analyzing the training needs of the organization and is fruitful while implmentation.

The five phases of training need analysis are as follows:

1. Analyzing the competencies needed to perform a job or function

2. Studying the current training process and identify the gaps

3. Encouraging employees by sharing information and involving them at all levels in the study process

4. Analyzing the results

5. Initiate specific need based development plans

Undergoing such an exhaustive task will be difficult for an HR Manager, however an outside source or body can be utilized efectively to plan and facilitate the process.

In any case it is vital to minimize disruptions to the organization's work and to avoid creating false expectations among employees. Be realistic in planning each phase and allow time to do a complete job. Carefully document the process as you move through each phase.

Examination of training needs must be done properly while evaluating the competencies for any job in the organization.