Predicting Performance-  

Training Needs Uncovered

By Carey-Lyn Kurten 

In a country facing a critical shortage of skills, with one of the contributing factors referred to in headlines as The Brain Drain, South African organizations are faced with the vast challenge of attracting, retaining and developing skilled people. In a country wide drive to meet the challenge, training has become a key focus requiring substantial resources in time, money and energy. For the success of training initiatives to be clearly linked to the bottom line, organizations will need to sift through the sea of information targeted at them, and define what this concept means to their own business. 

On initial investigation it appears a simple process. To identify the gap, you need to compare your supply and demand:

  1. What skills are required to perform the job now and in the future?  SKILLS IN DEMAND
  2. What skills do the current or prospective employees have? SUPPLY
  3. Result - The GAP between the two is usually referred to as the TRAINING NEED  

This is where a successful organization leaves the traditional organization behind and gains perspective by defining what they mean by demand, supply, and method (how best those skills are obtained). This article will focus on exploring your definition of skills in demand.   

DEFINING DEMAND

What are the skills required to perform in a particular job? Brain research has given us powerful information that we can use to determine the skills required for an individual to be successful in a job. When it comes to technical skill and core competencies that make a company competitive, the ability to outperform others depends on the relationships of the people involved, which ultimately relates to the degree of emotional intelligence of its employees and leaders. 

Technical skill and IQ are required to perform, but values, behaviours and attitudes can distinguish between those who perform and those who outperform. Emotionally intelligent leaders create the climate that in turns develops emotional intelligence in employees.

• Increased performance

• Enhanced Innovation

• Effective leaders

• Effective use of time

• More teamwork

• Improved motivation

• Restored trust

Result: Increased productivity and impact on the bottom line

Published in Business Link Magazine Ed: 46 November/December 2008