So as part of our training needs analysis, this is a slightly different approach, where we're actually saying then that we have a certain set of training courses that people need to do or need to go through. So as you probably can identify these types of training courses, or this type of approach is best used for that box one type training, this is the compliance stuff, the stuff that we've got to do. All the stuff that we say is a minimum requirement. You know, it's an absolute minimum requirement that people understand how our business got started, for instance, or what our products are, as well as being compliant according to the law. So we might have a set of training programs that are absolutely required. So you can see here we've got some first line managers gundel, some ways gangee, and so on all of these characters who started our place and what we're saying is that they have Have a program of courses that they need to go through.

So some of these will be compliance training, some of them will be just what we decide as a business we absolutely have to have. So we've got induction there. So that'll be about the company and about what we do. And some of the technical stuff around how to report problems and so on. Then we've got the manual handling training, which maybe that's a requirement for the people who work in that area. basic health and safety training, managing absence training, a KPI toolkit, so what are we measuring in this team, this business, they need to know that?

And then we've got a couple that we could argue aren't really box one courses, but as a business, we may say, Well, we want everybody to have some basically principles training. And we want some basic management training for all our team leaders. So it's called a training matrix. And so really just a way of tracking who's done what training So green generally you can have what colors you like really, but green generally represents this training has been completed, Amber would represent the training is sheduled to be completed but not completed yet. And red would signify that there's been no plans for doing that. So it looks like gaming is only your started.

But for the the others, then most of them have completed the training they need. We do seem to have a bit of a problem with the lien training and the foundation management so we can do something about. So it's just a way of tracking box one type training. This type of thing often happens in a factory or in a small business. So larger businesses often have learning management systems which will track what people need and what they've done often attached to an HR system. We're not here to talk about that today.

This is just really a simple way of tracking training. So again, with the theme of training needs analysis, we're going to look here at personal development, and how we can identify specific training needs or specific people. So the personal development plan is a really useful tool that we can use with our teams to identify specific training or specific people. In this case, the training is tailored and focused on their job role. The business goals, team goals, their own personal progression, maybe in there is a bit of succession planning. So you might want to prepare them to do the job of the person above them at some point.

It could be about their own personal development as part of their life working in your place. So these are all much more related to the individual. But of course, we want them also to be aligned to business goals, because that that makes sure that they are strategic. So these sorts of things right then Generally through things like one to ones, with their managers, through appraisals, and personal development reviews. So if you don't have those sorts of things within your business, then what that means is that you're missing out on one of the times when you can identify training needs. So it's a time when the individual and then manager can talk about their performance in a general sense, and identify some areas where they need to improve.

And then of course, from that comes from training requirements. So whenever I do these sorts of programs around personal development, view, reviews, and so on, really, it's about making sure that any trading that's identified through that process is seen as a business required type of trading. It's going to help support the business need, but it also is tailored to their own personal development. So this is an example of a personal development plan. For somebody called as your own you may remember Anisha is the one at the bottom of that, that diagram with all the different curly brackets. So you can see that we identify that.

And I really needed to go on so changeover training. And that fits into her personal development plan. Because one of her goals is to operate as a continuous improvement coach within the team and to support the business drive to create a culture of continuous improvement. The question is in terms of Anna being able to do that, what sort of skills and knowledge does she need? Well, she needs to be able to manage a project, she needs to be able to use the simple improvement process, she needs to be able to lead an improvement team use spreadsheets to analyze data, hold a project meeting and coach, other members of the team. So those are specific requirements for Anna in order to support her own development, in line with the strategic business needs.

The development solutions for that could be things like going project management course, she's doing a changeover reduction course, doing the business improvements training with pro pack. She's also doing some Excel trainings and data analysis stuff. And also it might include shadowing the manager in deputizing for them, as in Project meetings as the project progresses. Now, there's perhaps a lot there, maybe that's one person will perhaps have all of those but but maybe, and also notice that the last one there isn't necessarily training so it could just be shadowing somebody else. So learning and development isn't always about sending people on training courses. It could be through experiential learning opportunities, like shadowing somebody.

So again, thinking about training needs analysis. Another thing that you might want to think about is pre course or competency assessments. So the theory behind this is if we're going to send somebody on a call, so it would be useful to know what they know already. So this is easiest for testing. knowledge because of course, you can do a quick test before somebody does training. So give them a test, and then really focus on in the areas that they are weak or that they need help with.

So you could do that. Sometimes using e learning platforms, e learning lends itself quite nicely to this sort of approach. So the answers to one screen will determine which screen they come to next. So they're really going through this program that is specific to them. That works quite well. You could use it as a skills assessment when using a machine, so maybe they are going to be using a machine and you'd like to identify how proficient they are, how much training they're going to need.

Obviously, you need to be careful with the health and safety requirements there. So you want to put somebody on a machine that was unsafe, and then have to deal with the obviously accidents that are likely to happen after that. So really, this will be about finding Ways to identify current levels of competence. So you could do an observation checklist, which essentially means spending some time with the individual, observing what they're doing and how they're performing. That could be watching them as they operate a machine. It could be watching them as they talk to a client is a salesperson or an account manager.

It could be anything really. And you could have a checklist there that you observe that performance, and then determine what sort of training they might need following that observation. So to summarize that section, training needs analysis is about identifying the gap between the skills, knowledge and attitudes, the individual needs, versus those currently held. So if you're doing that, you can then start to identify what training requirements you have on a business wide level and also on an individual level.