HRSINGAPORE Community Discussions

Training Need Analysis


Dear all,

Any advice on how to access if courses is useful for the individual and the organization? As we do not have based of training needs yet. Employee might find it useful while organization not and vice versa. How to communicate the rejection of certain training without make the employee demoralize?


Reply 1

It’s always good to ask: What are your training objectives? Courses that are work-related or for personal level? Training is an “investment” from the company. Training is a way to improve the effectiveness and productivity of your current workforce. Benefits both your company and your employees will include:

-Improved productivity and adherence to quality standards.
-Employees develop skill sets that allow them undertake a greater variety of work.
-Improved ability to implement and realise specific goals outlined in a company's business plan [vital].

-Increased ability to respond effectively to change [especially if there’s resistance].

It can also lead to reductions in:

-Inefficient use of time and materials
-Workplace accidents
-Maintenance costs of equipment
-Staff turnover and absenteeism
-Recruitment expenses

A training strategy involves the systematic training and improvement of people within the organisation so that they, and the company, can achieve their objectives and both personal and corporate goals.


Reply 2

Number of training hours should be set across the board eg 50 hrs per annum per staff. There should be hrs and budget percentage allocated for JD related and generic soft skills e.g. 80:20.
Anything that falls out of this guideline is not approved unless it is an extraordinary company's requirement.

A training nomination form would be helpful. The form allows staff or Supervisors to recommend/support and justify why the course is useful for Staff and organisation. The form is then submitted to HR for deliberation for support or otherwise. The Manager will be final decision maker for approval. Would be better for managers to indicate reasons for non approval.


Reply 3

You can check with the employee on the reasons to pursue the training. He/she needs to present the need for the training and how the same would be beneficial to the individual as well as the organization. The manager then needs to approve/ reject and provide reason to the employee for the same. Also the cost of training should have limits and time lines so that the company can get benefited by it.

Eg: Training cost less than SGD1500 - No Bond

Training cost between SGD1501-2500 - The employee should stay in the company for next 6 months so that the company can reap benefits.

Training between SGD2501-3500 - The employee should remain in the company for min. 1 year post training.

This way the employees would be careful in applying for trainings and would understand that the organization will monitor the performance post training.

It is a win win situation for both parties then.



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