Download - Training need analysis
Training Need AnalysisTraining Need AnalysisTraining needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response.
The bigger pictureThe bigger picture
Organisational performance
Employee performance
Employee Skills, Knowledge and Attitudes
Employee education, experience and training
Training?
Training helps to bridge the gapExisting
• Skills• Knowledge• Attitudes
Required• Skills• Knowledge• Attitudes
Training Need Analysis (TNA)
TNA is a tool toidentify the gapExisting
• Skills• Knowledge• Attitudes
Required• Skills• Knowledge• Attitudes
TNA (Step 1): Future performance
Existing performance
Future performance
What are expected future performance of organisation?
• profit• growth• customer base• new products• ?• ?
TNA (Step 2): Challenges
Existing challenges
Future challenges
What are we concerned about? What’re the challenges today?
What challenges we are likely to face in the future?
TNA (Step 3): Employee performance
Existing performance
Future Performance
In what way our employees should start performing differently to help us meet the challenges and take us to the goals?
TNA (Step 4): New Skills, knowledge and Attitudes
Existing•Skills•Knowledge•Attitudes
Required• Skills• Knowledge• Attitudes
In order for our employees to perform differently, what kind of new Skills, Knowledge and Attitudes they need to have?
TNA (Step 5): Training needs
Existing•Skills•Knowledge•Attitudes
Required• Skills• Knowledge• Attitudes
Now that we know what kind of new Skills, knowledge and Attitudes are required for our employees, how can we bridge the gap?
TNA in essence…TNA in essence…
Start with future organisational goals and challenges
Assess required employee performance to meet the goals and challenges
Assess required employee Skills, Knowledge and Attitudes to deliver the performance
Identify employee training needs to bridge the gap
1
2
3
4
Who Conducts Needs Who Conducts Needs Analysis & Why?Analysis & Why?
An in-house trainer or a consultant performs a needs analysis to collect and document information concerning any of the following issues :1. Performance problems2. Anticipated introduction of new system, task or technology3. A desire by the organization to benefit from a perceived opportunity
Techniques for Determining Techniques for Determining Specific Training NeedsSpecific Training Needs
Observation
In this approach, an employee’s performance itself is source of
information. You evaluate a worker’s performance through
first-hand observation and analysis.
InterviewsInterviewsInterviews allow you to meet
employees face to face. Because you are in conversation with workers, you can explore their responses in depth. You can ask for clarification of comments and for examples of what they mean. In this way, you obtain a full understanding of their performance deficiencies.
QuestionnairesQuestionnairesA questionnaire is a sort of
interview on paper. You create your own questionnaire by writing down all the questions you want employees to answer for you.
Questionnaires can be useful in obtaining a ‘ big picture ’ of what a large number of employees think.
Job DescriptionsJob DescriptionsWhen an employee’s job
description has been defined, the trainer can easily tailor his training curriculum to a very close proximity.
The Difficulty AnalysisThe Difficulty AnalysisThe Difficulty Analysis
establishes which of the duties cause the employee the greatest amount of troubles and how this trouble can be reduced through better training.
Problem Solving Problem Solving ConferenceConferenceAnother time-tested technique for
gathering needs analysis material from employees is to conduct periodic problem solving conferences.
It is always helpful to utilize an outside consultant to moderate such sessions. This outside sponsorship has a tendency of letting the workers express their feelings about his organization, and the session can then be geared to training needs.
Formula To DecideFormula To Decide
DESIRED PERFORMANCE (Optimals)
- ACTUAL PERFORMANCE (Actuals)
= POSSIBLE TRAINING NEED
Determine Cause(s)Determine Cause(s)
Is it a problem of skill or
a problem of will?
I don’t wanna!I don’t know how.
I don’t wanna!
If a skill deficiency..If a skill deficiency..
Provide trainingProvide practiceProvide feedbackSimplify the taskOJTTransferTerminate
Yes, it is a problem of will…Yes, it is a problem of will…Then one last questionThen one last question
Obstacles?Remove
Obstacles
Thank You!