Training new hires in the tech industry has become a challenging pursuit among training and development professionals. As technology endlessly evolves, training objectives have to follow suit. This can cause large gaps in your training program if they are not addressed early and often. Conducting a Training Gap Analysis is a great way to stay on top of the dynamic beast that is your tech organization.
What is a Training Gap Analysis?
Essentially, a Training Gap Analysis describes the difference between the job skills that your people are currently gaining or improving through training and the skills that they will need in the immediate future to keep your company competitive.
The idea behind any Gap Analysis is to create a bridge between where your organization is and where it needs to be. In training, it is about making what we train as close to what actually happens on the job.
Who do you conduct Training Gap Analysis with?
Use a pool of diverse employees from all walks of your company. This will improve the results of your analysis, extract vital insight from your workforce, and allow you to see how training impacts everyone in the company. Look to all employees, regardless of seniority, including:
- Experienced Employees: Employees who have been around your company for a long period of time have seen both your training programs and your company at large evolve and can hopefully help make suggestions based on their experience.
- Managers/Supervisors: Employees who have direct reports are great to leverage, they see the benefits and obstacles of the current program in their own employees.
- Newer Employees: Employees who have started in the last six months are my favourite to work with – they have recently gone through your onboarding program and have had a chance to get comfortable in their job. Ask them what they liked, what they found redundant, what they would like to see in the future.
Why conduct Training Gap Analysis?
Carrying out a Training Gap Analysis will help your organization from many different angles, including:
- Sending the Same Message: Too often do new employees come out of training where they are being told one thing and told another once they get on the job. This will help all parties promote the same message.
- Identifying Trends: If those you converse with during your analysis are all saying the same thing, it can help prioritize transformations moving forward.
- Strengthening Relationships: Everyone wants to feel like they are cared for and considered, this is an easy way to build a strong relationship with the rest of the company. Let them be heard, and deliver on what they ask for.
Now there are many ways to go about completing a Training Gap Analysis but the most important message I am trying to push is for your organization to comprehend the significance of completing these analysis. The accuracy and efficiency of your Training Program weighs heavily on the success of your employees.
Purdal Mya is a Corporate Trainer in Intelex Technologies’ Professional Development Office (PDO). Reach him at firstname.lastname@example.org or use the comments section below.