Employee training is most effective when it addresses a genuine need. But how can employers work out which courses their teams actually need?
From onboarding new starters to supporting experienced employees taking on more responsibility, identifying training needs can help businesses build a more targeted approach to workplace learning.
Start with each employee’s role
The first step is to look at what employees actually do. Different roles come with different responsibilities, risks and knowledge requirements.
A member of a food-handling team, for example, will have different training needs from an office manager or someone responsible for supervising staff.
Reviewing job descriptions and day-to-day responsibilities can help employers identify relevant areas for training, such as health and safety, food hygiene, COSHH or management skills.
Look for knowledge and skills gaps
Consider whether employees have all the knowledge and skills they need to carry out their roles confidently. This can be identified through informal conversations, performance reviews, observations or simple questionnaires.
Managers can ask employees where they feel less confident or whether there are areas they would like more support with. Training isn’t necessarily about fixing poor performance. It can also help employees develop existing skills and prepare for future responsibilities.
Consider changes in responsibilities
An employee who moves into a supervisory or management position may suddenly have additional responsibilities that require new knowledge.
For example, someone who has previously been responsible only for their own work may now need to understand workplace risk, employee wellbeing and how to manage health and safety within a team.
Courses such as IOSH Managing Safely can be particularly relevant when employees move into management or supervisory positions.
Review incidents and recurring problems
Workplace incidents, near misses, complaints and recurring mistakes can highlight areas where additional training may be useful.
For example, if employees repeatedly misunderstand a particular procedure, this could indicate that existing training needs to be reinforced or delivered differently.
However, training shouldn’t automatically be treated as the solution to every workplace problem. Employers should first establish what is causing the issue and whether training is actually appropriate.
Check existing training records
Training records can reveal where knowledge gaps may exist. Employers should keep track of which courses employees have completed and consider whether refresher training may be appropriate.
This can be particularly useful for areas where employees need to maintain their knowledge over time. A central record also makes it easier to see whether new starters, existing employees or people changing roles require additional training.
Ask employees what they need
Employees themselves can be a valuable source of information. Someone working in a role every day may know exactly where they feel they need additional knowledge or support.
Encouraging open conversations about training can also make employees more engaged with their own professional development. This is particularly useful for individuals who want to progress into management or broaden their responsibilities.
Build a training plan
Once training needs have been identified, employers can prioritise them. Essential health and safety and compliance-related training may take priority, followed by role-specific learning, management development and longer-term professional development.
Online training can make this process easier by allowing employees to complete courses flexibly without requiring everyone to attend the same classroom session at the same time.
