Training Needs Assessment
Most important and the first step in Training programs is identifying the right training needs. Thus, the first step is to identify the employee's skill gaps with the help of Broota's advanced psychometrics and data analytics.
We have identified - 3 Pillars of Training Needs Identification, which are:
1. Why to Train? - Identify & Develop KEY COMPETENCIES required in employees to achieve desired business goals.
2. Who ALL to Train? - Identify the SKILLS gap among every employee based on their COMPETENCY levels.
3. Train for What? - Design a customised TRAINING PLAN based on individual SKILL GAPS & TRAINING NEEDS.
Then, we curate the Training Program for the Organisations.
Statistics prove that companies across the globe invest heavily in employee training and development.Training Programs involve significant investment in terms of time and money. Measuring the ROI of training thus becomes critical. Evaluate the effectiveness of your corporate training programs through Broota's scientifically validated techniques.
According to Training Industry magazine, employee training and education spends in the United States alone are growing incrementally by 14% every year. In addition to enhancing knowledge and skills, measuring training effectiveness has proven to be an important tool to boost employee engagement and retention. Results and measurements of past training also act as critical indicators while planning future workshops.
Organizations should ensure that employees can demonstrate a positive impact of training through improved productivity and overall skill development. With the growing focus on continual learning and development, businesses are keen on identifying reliable metrics and methods to measure the effectiveness and the ROI of such employee training initiatives. After all, you would not want to deliver training that does not provide expected results.
Training is all about improving individual and group performances and in turn influencing the overall performance of your business. It is important to evaluate the effectiveness of the training and ensure that the original learning goals were achieved.
Also, I realize that many benefits of training are not measurable. Factors like job satisfaction, the enjoyment of learning, and helping employees understand that they are valued assets worthy of development may seem intangible—and can be very powerful.
Finally, measuring training isn’t helpful unless you utilize what you have learned to improve the training, find a better provider, or even decide to discontinue the program. However, remember that training cannot be a one-time event; it’s important to define and support continuous learning paths—this enables your employees to stay relevant in a transforming digital landscape.
Contact us to discuss your needs and requirements.