Photo by: Mentatdgt via Canva
Let’s face it, not all training departments are viewed as strategic business partners. Unfortunately, many organizations consider their training department as simply “order takers,” serving up session after session of “death by PowerPoint.” Training managers have an opportunity to have a huge impact on these views.
One of the core competencies of a skilled training manager is overseeing the Training Needs Analysis (TNA) process. If done well, a thorough TNA can be one of the department’s best defenses against providing training when it’s not warranted. It helps to identify true training needs and influences how the department is viewed by executives. And, most importantly, it helps the training department justify their existence.
A skilled training manager knows the function of training in any organization is to directly improve the job performance of employees. This improvement can only occur when a training program is able to close the gap between what is expected of employees and what’s actually happening. With a TNA, you find the underlying cause of a problem within your organization, then determine the right solution for that problem. Without this tool, your training department could end up in that dreaded “order-taking” mode, where you provide training just because somebody asked for it. This is likely to cost your organization money, without delivering any actual return on investment. You’re then viewed as a cost center, rather than a revenue generating department.
There are a few instances in which you would not conduct a TNA. They include: when training is mandated by regulations or executive direction, or when something is new like a process, product, equipment, or employees. In these instances, training is evident. There is a clear lack of knowledge and skill. A TNA is best suited to circumstances in which your department receives a request for training due to a performance gap or deficiency.
In summary, a training needs analysis is a more structured approach than just asking the organization what they need or want. It’s a step-by-step process that empowers you and your team to dig deeper into real training needs. A skilled training manager can identify someone on the team that’s best suited to conduct this process or conduct it themselves. Remember, the key word is skilled, which means this is an opportunity for any training manager to take their skills to the next level and have an impact on how the training department is viewed.
Wouldn’t you like to be in a position to make this magic happen? If so, join us in the next The Successful Training Manager workshop and take your training department to a higher level of performance!
2 Responses to “How a Skilled Training Manager Can Impact How the Training Department is Viewed”
I love that you talked about training managers and how they will be able to help improve the performance of your employees. I can imagine how that will also directly affect the overall performance of the company when it comes to transacting with their clients or meeting deadlines. And I think that will definitely lead to positive impressions and can create a good reputation for your name which can cause people to do business with you in the long run.
Thanks for that, Mia! Glad you liked the article.