Employees’ Training Needs Evaluation

Topic: HR Management
Words: 806 Pages: 3

A training needs assessment can be carried out to determine the knowledge, skills, abilities, and performance requirements needed by its workforce to meet organizational requirements. Finding these criteria might assist a company in allocating resources to the most crucial areas. A training needs assessment should include the resources required to carry out the corporate objective, boost productivity, and deliver high-quality goods and services. The evaluation procedure can assist in discovering discrepancies between the existing performance and the required performance.

When there are discrepancies, the evaluation can aid in identifying the root causes and motivating factors behind training and production inequalities. An evaluation that has been done can help in developing strategies for bridging or eliminating those gaps. It may also give the company insight into which problems might be resolved by giving employees more practice or training to strengthen or improve their knowledge and abilities to do a certain job.

An evaluation of the training needs of employees determines the specific information and abilities required for them to work more effectively, efficiently, and creatively. This has significance since it enables workers to accomplish corporate goals. Any organization’s training and staff development program should include an evaluation of training needs. An organization analysis, a task analysis, and a person analysis make up the three components of the training needs assessment.

To identify what training should be prioritized, organization analysis looks at the company’s challenges, strategies, and resources. Data gathered by HR is used to identify the kind of training that is required. These statistics cover turnovers, accidents, and absenteeism. In order to match the training objectives with the organization’s business objectives, Maersk HR collaborated with the department heads to identify the major training priorities and needs. This stage assisted in identifying what was needed to improve each department’s strengths and capabilities while addressing organizational issues and limitations.

In order to determine the tasks carried out in a certain job, task analysis entails evaluating the job description and specifications. This ensures that the primary responsibilities and abilities needed are pertinent to the job’s scope. Maersk HR worked with the department heads to conduct a job-task analysis throughout this evaluation in order to develop a methodical breakdown of the customer service role into its components and sections. This evaluation aids in determining which duties must be carried out in order to complete the job, as well as the necessary abilities, competencies, and knowledge. The performance criteria, training, and metrics that should be used for this role are determined by the data gathered during this evaluation. It also aids in determining what details have to be included in the job advertisement.

Determine which workers need training and, as important, which ones do not by doing a personal analysis. In addition to other employees, certain employees perform well and do not require the training that is offered—assisting managers in identifying the area of weakness and concentrating on initiatives that will help trainees more. Maersk HR is able to recognize and pick out the applicant who will be the greatest fit for the job.

A person or organization may determine what they want to do and make it a stretch while still making sure it is attainable by using the SMART acronym for specific, measurable, attainable, realistic, and time-oriented goals. Achieving reasonable and attainable objectives is essential, and it is crucial to have a tool that will help a person visualize progress and keep motivated. Setting a reasonable timeframe will make it simpler to plan how to accomplish the objectives (Bjerke & Renger, 2017). Different parts of a requirements assessment are included in the job description for a customer service-care business partner. It advances task analysis by looking into job descriptions and determining the tasks carried out in the position. They look for qualities related to relationships, dispute resolution, and negotiation. The job description also mentions additional important duties related to the organization and human analysis.

Creating learning activities is crucial to ensuring that the necessary information and abilities are displayed. HR would need to offer training that ensures employees are aware of what they are doing for a job while training to align with the organization’s goal. Employees will benefit from learning activities that will aid them in their work during the course of their employment with the organization. To lower the rate of turnover, the organization wishes to create excellent employees. The Maersk Customer Service CARE Business Partner training program must include experiential learning techniques and adult learning concepts since adults learn best via hands-on activities and things they may have already done. It could be difficult for them to comprehend if adults were just ordered to perform anything without any explanation. Due to their incapacity to remember the majority of what they read or heard, it is important to take care not to talk or read aloud to adults.


Bjerke, M. B., & Renger, R. (2017). Being smart about writing SMART objectives. Evaluation and program planning, 61, 125-127.

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