Title: Training VS Effective Training

We all remember the iconic image of 11 workers sitting on a beam, 69 floors high of an under
construction Empire State Building in 1931. We remember that image for many different
reasons, mostly positive but from a safety perspective, we remember it for one thing and one
thing only i.e. how unsafe the work practices used to be. Not just that, but safety wizards have
been using that image as what NOT TO DO at work in their safety seminars and trainings.

We have to agree that, we use to live in a dangerous and risk prone era, where the word safety
used to be replaced by Ahh you can do it, you will be just fine! The truth is, we have came a
long and if we have to repeat the history of that iconic image, we would only allow those
workmen to be up there if they all have double fall protection at the very least.

How did we cover such a gap in behavior and culture? How did we succeed to embed that in
employees mind? I thing training is a link of that chain and an important one. For years training
has been a key tool utilized by employers to revolutionize the work culture. Time has finally
come where script has already been written but the need is to cross the ts & dot the Is.
Providing training is no longer a challenge for the employer but conducting an effective and
successful training is and the Mantra to it is
Training Need Identification (TNI)
Organization Need Gap Analysis

Competency/Skill Analysis

Performance Gap

Training methods

Cost Benefit Analysis

Training Evaluation

TNI is a systematic approach for determining what training is required to fulfill the gap of what
you know and what you need to know. Most employers conduct training program with the
expectation of its effectiveness from the trainer but the reality is that a success of training
program begins with employer assessing the Training Needs Identification prior to the training
and communicating it with the trainer to achieve efficiency.
Employer Training Needs Identification can be conducted in 6 steps which include:
1. Organization Need Gap Analysis i.e. where do the organization stand and what
goals/targets they are expecting to achieve from this training program specifically?
2. Competency/Skill Analysis - Assess the skill and competency level of employees and
select.
3. Performance Gap Identify, any lack of performance among employees and the root
cause of it. Based on performance evaluation categorize who require refresher training
and will be requiring a full exposure.
4. Training methods - Identify what training methods would be efficient for the selected
group based on the skill analysis e.g. focus should be on theoretical knowledge, Hands on
practical demonstration, visual effects/animation or group behavior activities etc.
5. Cost Benefit Analysis Evaluate the expense of the training and compare it with the
return a company can get with the program. For example, an in-house Forklift training
program can reduce the number of incidents along with direct and indirect cost.
6. Training Evaluation - What monitoring tools are available to measure the effective
performance of the training as a part of continuous improvement?

In conclusion, by performing Training Needs Identification prior to every training, the employer
not only can increase the effectiveness of the program but can also transform the behavior of
employees, isnt that what we are aiming for i.e. change in employees behavior.what do you
think?