We are all responsible for DNC.

If you want to assess which competencies employees have and which they lack, a training needs analysis (DNC) is necessary.

Assessing candidates’ capabilities during recruitment and selection is vital. But we must not underestimate the importance of conducting a DNCan assessment or diagnosis to determine if your organisation's people require training to better conduct their jobs.

What is a DNC?

Training Needs Assessment, also known by the acronym DNC, is a a process through which companies can identify areas for improvement in knowledge and development skills his team has.

Training Needs Assessment (DNC) evaluates employees’ training needs by identifying their current level of competency or knowledge and comparing it with the capability standard required for their positions within the organization.

When carrying out Training Needs Assessment (DNC) in your organization, do you commonly hear phrases such as “That is Human Resources’ job” or “Isn’t Human Resources supposed to do that?” If so, this is for you.

First of all, we must understand that the DNC process is

a task led by Human Resources, yes, but one that every organizational leader must undertake at every level.

As Directors, Managers or coordinators of an area or team, we must participate actively: conducting a proper DNC is simply impossible without us.

Or are you one of those who think that Human Resources should have been aware of everything that every person does in the organization? If so, we have a problem and it's quite likely that, for that reason, training isn't effective and worse, we continue to see training as an expense and not as an investment.

Understand this: You—the team’s director, manager or supervisor—know its needs and gaps in performance, job profiles or institutional projects. If you leave the entire Training Needs Assessment (DNC) to Human Resources, the result will clearly fall short.

It is therefore extremely important that you know how to conduct the DNC process. It is everyone’s responsibility—and, if you press me, primarily yours.

Your participation is essential to close the gaps in people's knowledge, skills and attitudes. All training must create change, improve performance, modify attitudes and strengthen skills. And you are the one who must evaluate it, because you are the one whose team has that need.

Human Resources should participate only as a coach during the process, helping people understand it and supporting training management and the search for providers. Ultimately, however, your participation as end users in developing the DNC is fundamental if we want excellent results and training that truly represents an investment rather than an expense.