Most effective learning and development initiatives rely on far more sophisticated training needs assessments than the three-step smiley face survey above. But do the results simply get filed away or do organizations make full use of what they learn from the assessment process?
Before you embark on a skill gap assessment, make sure you have the backing of leadership--not only to launch the initiative but also to make the decisions and to take the actions required based on the results.
Before you start, be clear about:
- The purpose of the project
- How it aligns with one of your strategic priorities
- What constitutes success and failure
- How feedback will be gathered
- What you will do with the data
Only then will the stage be properly set for you to identify and discover the critical few skills and knowledge that matter most.
Once the results are in, your work really begins. You need to deliver on the promises made at launch time. Individual employees need guidance in interpreting the reports and in designing personal development plans. They need help in identifying areas of improvement and prioritizing learning. And learning and development experts in partnership with business management need to make the appropriate learning opportunities relevant, available and accessible. As well, you need all the systems in place to integrate the results with your performance management, coaching, learning, talent and career development programs.
Done right, comprehensive learning assessments can have a stunning impact on engaging and retaining employees and on building a high performance culture. When your organization is ready for the challenge, go for it! Otherwise, wait until you get the right stakeholders on board with the right level of commitment to make it a success.
Learn more at: http://www.lsaglobal.com/training-needs-assessment/
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