Training Need Training Need AssessmentAssessment

bybyUttam AcharyaUttam Acharya

Anil GuptaAnil GuptaNASCNASC

ObjectivesObjectives

• At the end of the session At the end of the session participants will be able toparticipants will be able to– Explain TNAExplain TNA– Describe techniques of TNADescribe techniques of TNA– Perform/conduct TNA Perform/conduct TNA

PreviewPreview

• What is TNAWhat is TNA• Main source of TNAMain source of TNA• Levels of TNALevels of TNA• Techniques of TNATechniques of TNA• Task and competency analysisTask and competency analysis• Procedure of TNAProcedure of TNA• Who initiates TNAWho initiates TNA• ExerciseExercise

Training NeedTraining Need AssessmentAssessment (TNA)(TNA)

• The word ‘ The word ‘ need need ’ itself implies that ’ itself implies that something / somewhere lacking or short something / somewhere lacking or short fallfall

• What is needed ?What is needed ? • Why it is needed Why it is needed ??• and and To whom it is needed ?To whom it is needed ? Are the Are the

fundamental questions and justified fundamental questions and justified answers of these questions will answers of these questions will eventually lead to the need based eventually lead to the need based training training

TNA TNA Contd…Contd…

• TNA is one of the most important steps of overall TNA is one of the most important steps of overall training activities, specially at the designing training activities, specially at the designing phase of the trainingphase of the training

• The training need is a The training need is a GAPGAP between required between required competencies (KSA) for the present as well as competencies (KSA) for the present as well as future jobs future jobs andand existing / available competencies existing / available competencies (KSA) possessed by the staff on the organisation(KSA) possessed by the staff on the organisation

• Training need could exist at any time when an Training need could exist at any time when an Actual ConditionActual Condition differs from a differs from a Desired ConditionDesired Condition in the work situation of an organisationin the work situation of an organisation

The Main Sources of TNA :The Main Sources of TNA :

• External environmentExternal environment

• Vision / mission / objectivesVision / mission / objectives

• Policies / programmes/targetsPolicies / programmes/targets

• Employees transfer / promotion / Employees transfer / promotion / performance appraisalperformance appraisal

• Career path / job analysis / redesigning of jobCareer path / job analysis / redesigning of job

• Grievances / accident / high rate of wastageGrievances / accident / high rate of wastage

• New technology / new process / proceduresNew technology / new process / procedures • Supervisor /manger / expertSupervisor /manger / expert

Defining TNA at 3 levelsDefining TNA at 3 levels

1.1. Organizational levelOrganizational level ( Where is training most needed ?( Where is training most needed ? Department / Section / Occupational Group ? )Department / Section / Occupational Group ? )

22. Job/occupational level. Job/occupational level ( What knowledge, skills and attitude are required ( What knowledge, skills and attitude are required

for a particular job ? )for a particular job ? )

3.3. Individual levelIndividual level( ( Which individual requires training and which Which individual requires training and which

particular KSA ? )particular KSA ? )

Organisation level AnalysisOrganisation level Analysis

• It is a macro level analysisIt is a macro level analysis

• It helps to identify general It helps to identify general weaknesses of an organisation weaknesses of an organisation and ultimately it leads to need and ultimately it leads to need based trainingbased training

Present and Future Training Present and Future Training Needs at Organization LevelNeeds at Organization Level

1.1. Present Training Needs :Present Training Needs :(Due to faults in the present situation)(Due to faults in the present situation)

a.a. System ApproachSystem Approachb.b. Symptoms Approach Symptoms Approach

System Approach :System Approach : • Technical SystemTechnical System• Financial SystemFinancial System• Organization SystemOrganization System• Social SystemSocial System• Information SystemInformation System

Present and Future Training Needs Present and Future Training Needs at Organization Levelat Organization Level ( Contd…)( Contd…)

Symptoms : Symptoms : * * Low output * High wastage rateLow output * High wastage rate

* Poor utilization of machine / equipment * Poor utilization of machine / equipment

* Frequent disputes / conflicts * Low morale* Frequent disputes / conflicts * Low morale

* Overall low performance * Customer complaints * Overall low performance * Customer complaints

2. Future Training Needs2. Future Training Needs ( As a result of ( As a result of Change )Change ): Technical Change , : Technical Change ,

Financial ChangeFinancial Change

Personnel Change Personnel Change

Legislation ChangeLegislation Change

Political ChangePolitical Change

Steps of TNA at Organisational Steps of TNA at Organisational LevelLevel

• Preparation for the assessmentPreparation for the assessment

• Collection of available Collection of available informationinformation

• Interpretation of dataInterpretation of data

• Development of recommendationDevelopment of recommendation

• Preparing for implementation of Preparing for implementation of recommendationrecommendation

Job/occupational Level Job/occupational Level AnalysisAnalysis

At this level, one should study At this level, one should study and analyze the job details and analyze the job details (duties and responsibilities) and (duties and responsibilities) and find out what short of KSA is find out what short of KSA is required to perform that job required to perform that job properlyproperly

Jobs can be Studied for Jobs can be Studied for Analysis Purpose by :Analysis Purpose by :

• Direct observationDirect observation• Questioning the jobs holders Questioning the jobs holders

by interviewingby interviewing• Questioning the job holders Questioning the job holders

boss by interviewingboss by interviewing• Questionnaire surveyQuestionnaire survey

Individual Level AnalysisIndividual Level Analysis

At this level we have to identify which At this level we have to identify which particular individual needs training ? particular individual needs training ? And which particular; at area?And which particular; at area?

Remember;Remember; only individual learn and only individual learn and they have training needs.they have training needs.

Always try to distinguish between Always try to distinguish between individual individual wantswants and and needsneeds

Simple Techniques for Simple Techniques for Training NeedsTraining Needs

• Observation / SupervisionObservation / Supervision

• Performance Appraisal Performance Appraisal - - Formal Formal - Informal- Informal

• Job DescriptionJob Description

• ProblemsProblems

• OpportunitiesOpportunities

• QuestionnairesQuestionnaires

Simple Techniques for Simple Techniques for Training Training NeedsNeeds ( Contd..)( Contd..)

• Group Discussion(focused)Group Discussion(focused)

• InterviewInterview

• Long rang organization planLong rang organization plan

If training is the answer….If training is the answer….

• Formal trainingFormal training• Self studySelf study• Technology basedTechnology based• Job related/ Job related/

workplace workplace approachesapproaches

Steps in Task AnalysisSteps in Task Analysis

• Break job into Break job into major functionsmajor functions

• Break functions Break functions into major tasksinto major tasks

• Break tasks into Break tasks into stepssteps

• Identify training Identify training outcomesoutcomes

Who initiates the Identification of Who initiates the Identification of training needs?training needs?

• ManagersManagers – recognize needs due to dept – recognize needs due to dept performance results, individual performance performance results, individual performance appraisals, future plans, new equipments & appraisals, future plans, new equipments & systemssystems

• EmployeesEmployees – to improve current performance or – to improve current performance or to prepare for other jobsto prepare for other jobs

• Staff deptStaff dept – from activities such as employee – from activities such as employee opinion surveys, exit interviews, succession opinion surveys, exit interviews, succession planning, budget reports etc.planning, budget reports etc.

• Training employeesTraining employees – Through training courses – Through training courses & performance surveys& performance surveys

• External ConsultantsExternal Consultants – As part of organizational – As part of organizational study projects, performance assessmentsstudy projects, performance assessments

Thank You!