Many organisations follow a set initial training programme for all new employees. Often this is carried out with little reflection on whether or not it still meets the needs of the organisation. It is also common for all new employees to do all elements of the training, despite the fact that they may possess some of the skills already.
While it is understandable that many organisations continue with this ‘one size fits all’ training approach, often in the belief that it is easier or cheaper to administer, there are more efficient ways. By clearly establishing the required competencies for the role, each new employee can be assessed against these requirements and a training plan for the individual can be established. Terms like competency-based training and recognition of prior learning have been around for a long time, and are often viewed as being ‘over the top’ or ‘too light on’. But it doesn’t need to be like that.
Solutions may involve targeted training in a particular area to further develop underlying skills, or it may consist of a refresher for certain critical skills that may disappear without regular use. By identifying the critical competencies, and the gaps that exist with new employees, a more efficient training system can be developed to get the new starters on line sooner.
Staff at The Keil Centre have extensive experience in analysing and developing training needs assessments and identifying skill gaps. For more information about developing such a system, please contact Melanie Todd in Australia or Ken Gray in the UK.