Confirm the gap
The basic goal of training demand analysis is to identify the gap. It mainly includes two aspects: first, the performance gap, that is, the gap between the actual performance level of the organization and its members and the performance level that should be achieved, which is mainly completed through performance evaluation.
Change the original analysis
The initial analysis is basically aimed at the existing situation of the organization and its members. When the organization is faced with the challenge of continuous dynamic changes, the original demand analysis may be divorced from the actual situation of the organization and its members, so it is particularly important to change the original analysis for training.
Promote the transformation of personnel classification system to personnel development system
Another important function of demand analysis is to promote the transformation from personnel classification system to personnel development system. The personnel classification system is very important in formulating policies on new employee recruitment, budget, promotion and demotion, salary and pension, but its role in employee development planning, training and problem solving is limited. When the training department is closely integrated with the design and data collection of the personnel classification system, the system will become more comprehensive and human resource-oriented development.
Provide an alternative solution to the problem
Training demand analysis can provide some choices unrelated to training, such as personnel change, salary increase, recruiting new employees, organizational change, or a combination of several methods. Different selection methods produce different training classifications. In reality, it is best to combine several alternative methods, including diversified training strategies.
Form an information database
Training demand analysis is actually a process of collecting all kinds of information related to training through various methods and technologies. Through this process, an information database of human resources development and training can be formed.
Determine the cost and value of training
If a systematic training demand analysis is carried out and existing problems are found, analysts can introduce cost factors into the training demand analysis.
In order to gain the organization's support for training
Creating favorable conditions and organizing support run through the whole process of training. Without the support of the organization, any training activities can not be carried out smoothly and can not be successful. Through the analysis of training needs, relevant personnel can recognize the problems existing in the organization, find out the gap between the members of the organization in knowledge, ability and skills, and understand the cost and value of training, thus creating conditions for obtaining organizational support.