Pre Employment Assessment: Use of the Training Lifecycle

Pre Employment Assessment: Use of the Training Lifecycle

Date added: November 16th, 2018

Training is the manifestation of the completeness of utilization of skills. For those who are not completely trained, the method of working as well as their ability to use the machines and methods will not be complete. To complete this, you have to impart training at the appropriate time for the manpower.

Work to determine an aim

The first step in this is to identify the specific purpose why you need to train. Here we study the types of need to identify suitability to various work regimes. We also determine the knowledge, skills, and abilities that are relevant for this work. Most of the workers join up for work without any specialized skills. Once they have joined, it is up to the management to assess the competency level. They give training to those have not attained the full knowledge of the work.

This must take place in a cost-effective, safe, and efficient manner. This performance enhancing tool must not go to those who do not need it as this will prove counterproductive. The first step is to identify which area to concentrate. Here are some of the common regions where we need training.

  1. Organisational analysis: Establish the parameters of behaviour needed for a task environment. The candidate remains tested for recognition of limits of the work environment and for ways he develops skills related to the work. He or she must meet safety and other environmental norms required for the efficient fulfilment of the work. See what their plan is when they set out to achieve an aim. Also, they will have shown responsiveness to training methods so they are able to learn on the job.
  2. Person analysis: This is a phase in the training process where a person gets training in a specific job need. This training is different for other people in his batch because they carry out different duties. It involves both the participant and the instructor. In this, we determine who will receive knowledge and what the level of knowledge is at present. We also see their learning style and see their suitability for adapting to the work needs. We also need if there is any need for special skills to carry out the work.
  3. Work analysis: Here we check whether the training is enough for the work and if it suits the desired business outcome. We study these for employee behaviour and identify training competencies. We check these competencies so the organization is able to make tangible steps towards growth. Then, we determine performance gaps so we can make the needed changes for prioritizing training. We must check at this stage if the training will be enough.
  4. Performance analysis: When performance is not affected by the lack of knowledge or skills, training is enough to improve. Performance analysis seeks to establish the need for training and the regions where this training is useful. Things affecting performance at the individual level are capacity, motivation, and feedback. Other things are technology and standards. We cannot solve any other factor by training alone. Performance consultants will analyse the business problems. They see what performance factors they can change to improve the conditions.
  5. Content analysis: In this, we go through the documents, laws, and procedures needed for doing the job. Through the analysis, we understand what knowledge we need. We identify skilled workers whose experience will help us understand the work better. It sees if there are enough instructions for the staff whose job concerns the needed work parameters. It is an assessment of reality simulation and we check to see that there are no conflicts and we reach the needed work output.
  6. Training suitability analysis: This is an assessment of the knowledge, attitude, and skills. It determines the present level of knowledge and experience of users to see what amount of training we need. We check whether training is the desired solution and whether it will benefit the user given the mind-set and knowledge present. Training may not always be the best solution though it is part of the solution set for employment problems.
  7. Cost-benefit analysis: This checks the returns on investment for training. It is job specific and so it will change in value for each position and work. Here we use data specific to the work need and find the returns. By comparing two or more methods for doing the work, we arrive at the best solution for doing the work.

After identifying the regions of training, we do a pre-training assessment to find the skill of the employee in doing that work.

Steps in doing an assessment

Once we identify the gap in skill, we help by imparting training in that sector. Then, we conduct the post-training analysis to assess the effect of the training program in improving the skill level. We use Kirk Patrick 4 Evaluation Model to assess skill both before and after a training session. Here are the steps used in this analysis.

  1. Check the response

This stage finds out what the reaction is of each trainee. This is for each aspect relating to content, presentation, and the instructor. The feedback quality tells us how effective the training is and we take this right after the training is over.

  1. Amount of study

This is to estimate the amount of learning a candidate will be able to manage. We also find out the reasons for this. We will do this before and after the training. We will know how much the candidate knows before and after the test. The usual time for the training is 3 months.

  1. Behaviour

This is to measure how and what changes are present due to the application of knowledge. We check if there is an improvement in the behaviour with relation to the manager, peers, and subordinates.

  1. Result recording

In this step, we record the way training has changed his behaviour. We compare the results across the entire group and make comparisons. This helps us to set better business goals and the manner of training.

Determining areas where we have scope for improvement is the first step. We also need to see if we have the needed competencies for carrying out the work. This sums up the personality test for employment needed for an organization.

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