Management Training – so how does the organisation know which courses to choose?
13 Dec 2006
First of all the organisation should consider carrying out some sort of audit or training needs analysis to identify the technical, managerial, soft and vocational skills required.
Training and development needs can also be identified at different levels:
• Organisational – focusing on needs against the business strategy, plan and goals of the company
• Departmental/Team – where bespoke solutions for specific departments or teams need to be assessed
• Job related – at this level training and development is closely associated with the individual’s personal development needs
The training and development needs can then be sub-divided into:
• Management Training (including soft skills training) - have the managers got the right skills to motivate and get the best out of their teams? Do they need additional training to help them communicate more effectively? Are they able to manage individual and team performance?
• Finance- Do they understand financial information and financial reports? Can they prepare budgets and forecasts? Are they able to set key performance indicators? Do they have an understanding of legal statutory requirements?
• IT- Are the managers competent in the applications they need to use in their role?
Conducting an audit or training needs analysis will provide the framework for the organisation’s training plan, as well as individual’s capturing their own personal development needs. Once the framework is in place it becomes much easier for the organisation to prioritise the training and development and to consider which would be the best solution to meet the requirement e.g. bespoke training, open programmes, e-learning, qualification based courses, projects, reading, secondments and blended learning.
For more information on how to carry out a training needs analysis please contact us on 02380 695929 or via webenquiries@developingpeople.co.uk
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