Prepared by Arman E. Manlalangit email add: aemanlalangit@yahoo.

com

SCOPE OF WORKSHOP
The workshop will stress the fact that TNA is not a static concept that is translated into action only every now and then, but is indeed a never-ending process that should be fully integrated within the overall framework of any organization Training and Development and its strategic vision, goals and objectives. That TNA deserves to be managed judiciously, effectively, efficiently and wisely by identifying and assessing the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organizations goals, objectives and performance standards.

WORKSHOP OBJECTIVES
To understand the purpose and dynamics of TNA. To realize its relevance and crucial importance in the way an organization manages it most critical asset (its people), To know how to design, develop and conduct comprehensive and effective TNA exercise.

To provide participants with the necessary knowledge , skills, aptitudes, motivation, competence and tools to decide when it should be done, why and by whom.

WORKSHOP OBJECTIVES

The workshop will impress upon all participants the critical importance of how.
How to assess the results and recommendations of the TNA exercise. How to implement them. How to evaluate the ensuing consequences.

TRAINING NEEDS ANALYSIS

It is important to identify training needs before trying to implement any training solutions.

CONDUCT TRAINING NEEDS ANALYSIS

1
EVALUATE TRAINING IDENTIFY LEARNING OBJECTIVES

CONDUCT OF TRAINING

DESIGN TRAINING COURSE

TRAINING NEEDS ANALYSIS

TRAINING NEEDS ANALYSIS PURPOSE

A Training Needs Analysis (TNA) is used to assess an organizations training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organization currently possess and the knowledge, skills and attitudes that they require to meet the organizations objectives.

TRAINING NEEDS ANALYSIS

TRAINING NEEDS
Gap between the present level of actual performance and preferred performance that can be narrowed through training An outline of desired skills and abilities to be developed in order to improve the performance of the organization

TRAINING NEEDS ANALYSIS

100 % 90 %
standard/preferred performance GAP-TRAINING NEEDS

75 %

present level of actual performance

50 %

SKILLS, KNOWLEDGE AND ATTITUDE TRAINING REQUIREMENTS

0%

TRAINING NEEDS ANALYSIS

Why Conduct a Training Needs Analysis?
To determine what training is relevant to your employees job, To determine what training will improve performance, To determine if training will make a difference,

To distinguish training needs from organizational problems, and

To link improved job performance with the organizations goals and bottom line.

TRAINING NEEDS ANALYSIS

WHEN DOES A TRAINING NEED EXIST?

A training need exists when an employee lacks the knowledge or skills to perform an assigned task satisfactorily.

TRAINING NEEDS ANALYSIS

TEST FOR A TRAINING NEED

Does the employee know how to meet the performance standards for an accountable tasks.

TRAINING NEEDS ANALYSIS

INDICATIONS FOR THE NEEDS OF TRAINING
Standards of work performance are not met Accidents Excessive scrap Frequent need for equipment repairs

High rate of evaluation reports

Low rating of evaluation reports

TRAINING NEEDS ANALYSIS

INDICATIONS FOR THE NEEDS OF TRAINING
People use different method to do one job

Bottlenecks Deadlines are not met Excessive fatigue, fumbling, discouragement and struggling on the job

TRAINING NEEDS ANALYSIS

LEVELS OF TRAINING NEEDS IDENTIFICATION

TRAINING NEEDS ANALYSIS

LEVELS OF TRAINING NEEDS IDENTIFICATION

NEEDS AT ORGANIZATION LEVEL

NEEDS AT OCCUPATIONAL LEVEL

NEEDS AT INDIVIDUAL LEVEL

Where a general weakness in the organization exist. Where training in the organization is most needed

What is needed in terms of skill, knowledge and attitude to carryout the various duties related to a particular job or occupation .

Determining deficiencies in particular skills, knowledge and attitude on the part of the individual.

TRAINING NEEDS ANALYSIS

THE PROCESS OF TRAINING NEED IDENTIFICATION WHOSE RESPONSIBILITY?
Supervisor? Training Specialist? Personnel Manager? Human Resource Manager? President?

ALL

TRAINING NEEDS ANALYSIS

METHODS FOR DETERMINING TRAINING NEEDS
Observation Management Request Interview Group Conferences Job Analysis

TRAINING NEEDS ANALYSIS

METHODS FOR DETERMINING TRAINING NEEDS ( cont.)
Questionnaire Surveys Test or Examination Personal Records

Business and Production Reports

Long-range Organizational Planning

TRAINING NEEDS ANALYSIS

STEPS INVOLVED IN THE IDENTIFICATION OF TRAINING NEEDS
Define problems which can be solved through training Identify the need for training Establish Standards

Identify the gaps-training needs

TRAINING NEEDS ANALYSIS

WHAT ARE THE DATA REQUIRED IN ANALYZING TRAINING NEEDS?
1. Get the detailed description of the specific task or process and their sequential relationships. The data obtained will serve as the basis for establishing the performance standards against which both the training activities and behavioral change may be measured

TRAINING NEEDS ANALYSIS

WHAT ARE THE DATA REQUIRED IN ANALYSING TRAINING NEEDS?

2. Secure or develop (if not available) performance standards used in the organization in terms of measurable endresults. Where the standards are subjective, these must be accepted and understood by those affected. Where there is not possible, qualitative standards may be used.

3. Determine the present measurable performance.

TRAINING NEEDS ANALYSIS

SKILLS INVENTORY PROCESS FLOW
Step # 1 Step # 2 Step # 3 Step # 4 Step # 5

PREINVENTORY ANALYSIS

DACUM WORKSHOP

VERIFICATION OF TASKS AND DUTIES

INVENTORY OF TRAINING NEEDS

PROGRAM DESIGN

Gather related info. Conduct interview Review and evaluate job descriptions

Conduct brainstorming workshop Determine the job profile for each position

Validation of duties and tasks Establish standard competency profile

Designing survey instruments Evaluate and

Designing training program per job holder/ position

analyze training needs

TRAINING NEEDS ANALYSIS

DACUM COMPETENCY PROFILE FOR ELECTRICAL MAINTENANCE TECHNICIAN--PRODUCTION LINE 1
DUTIES
A Perform monitoring of electrical equipment for production process line 1 A-1 Monitor current of AC three-phase motor (X) A-2 Monitor frequency of VFD (X)

TASKS
A-3 Monitor temperature of VFD panel (X) A-4 Monitor DC drives control panel (X)

A-5 Monitor DC motor carbon brush sparking @ CRM A-9 Monitor electrical room temperature (X) A-13 Inspect limit switches

A-6 Inspect carbon brush of DC motors

A-7 Monitor daily power consumption (X)

A-8 Monitor MORGOIL oil level at CRM

A-10 Monitor motor temperature

A-11 Inspect commutator bars surface condition A-15 Submit daily monitoring report

A-12 Check battery solution level

A-14 Check motor vibration

TRAINING NEEDS ANALYSIS

DACUM COMPETENCY PROFILE FOR ELECTRICAL MAINTENANCE TECHNICIAN--PRODUCTION LINE 1
DUTIES
B Perform preventive maintenance of electrical equipment for production process line 1 B-1 Perform turnover of equipment concern B-2 Calibrate X-ray machine @ CRM

TASKS
B-3 Calibrate PPL side trimmer B-4 Calibrate centering guide

B-5 Calibrate flow meter

B-6 Calibrate transducer

B-7 Calibrate level transmitter B-11 Service I/O panel

B-8 Clean signal transmitter unit(STU) @ CRM B-12 Adjust electronic caliper B-16 Refill humidifier distilled water B-20 Set branding of printer

B-9 Clean ARPs spark plug for LPG burner system B-13 Adjust crane bus bar B-17 Clean camera lens (X)

B-10 Service AMS rack

B-14 Refill crane gear box oil B-18 Clean load cell connector

B-15 Refill battery solution B-19 Clean spray header connector

TRAINING NEEDS ANALYSIS

DACUM COMPETENCY PROFILE FOR ELECTRICAL MAINTENANCE TECHNICIAN--PRODUCTION LINE 2
DUTIES
A Perform monitoring of production process line 2 electrical equipment A-1 Monitor bushing temperature A-2 Monitor pot temperature

TASKS
A-3 Monitor inductors parameter (PF, current and voltage) A-4 Can check pH level of welder coolant system

A-5 Perform PLC on-line monitoring

A-6 Monitor current of variable speed threephase motor (X)

A-10 Inspect carbon brush (DC)

A-7 Monitor frequency of variable frequency driver (X)

A-11 Monitor daily power consumption (X)

A-8 Monitor temperature of variable frequency drives panel (X)

A-12 Accomplish daily inspection checklist

A-9 Monitor DC drives control panel (X)

A-13 Monitor electrical room temperature (X)

A-17 Inspect limit switches

A-14 Monitor motor temperature

A-18 Monitor motor vibration

A-15 Inspect commutator bars surface condition

A-19 Submit monitoring report

A-16 Check battery solution level

TRAINING NEEDS ANALYSIS

COMPETENCY THERMOMETER
(TRAINING NEEDS INVENTORY CHECKLIST)
ELECTRICAL MAINTENANCE TECHNICIAN FOR PL1 Position Title

INSTRUCTIONS

Listed below are the competencies that you should possess if you are occupying the above-mentioned position. Kindly read through the competencies given and indicate your level of skills and knowledge or whether you need additional training in your present job position. You can do so by simply checking () the appropriate boxes after each task statement using the following rating scale :

LEVEL OF SKILLS AND KNOWLEDGE ( How much do you know these bodies of skills and knowledge) Rating 0 1 2 3 4 5 Descriptive Equivalent N/A (not applicable) cannot do (with no practical application) able to do but requires maximum supervision able to do with minimum supervision able to do on his own without supervision able to do and can teach others (process expert/champion)

DO NOT LEAVE any job competency statement unrated.

You may now START HERE : JOB COMPETENCY STATEMENT 0 DUTY A PERFORM MONITORING OF PRODUCTION LINE 1 (PL1) ELECTRICAL EQUIPMENT A-1 A-2 able to monitor current of AC three-phase motor. (X) able to monitor frequency of variable frequency drive (X) 1 2 3 4 5

A-3 (X)

able to monitor temperature of variable frequency drive panel

SKILLS COMPETENCY TEMPLATE

Name Department/Section Job Position Job Level : : : : Juan Bautista Fernando Electrical Engineering and Maintenance Electrical Maintenance RF3 LEVEL OF SKILLS COMPETENCY Electrical Basic Skills Elements Proximity Switches AC Inverters AC Motors DC Motors Resistor Capacitor Understanding (UN) Adjusting (AD) Changing (CH) Dismantling (DM)

Relays
Contactors Timers

Evaluated by : ___________________________________ Noted by : _______________________________

JOB SKILLS AND KNOWLEDGE REQUIREMENTS

NAME:-_________________________________________POSITION:________________________________ DEPT./SECTION:_________________________________FOR THE YEAR: ___________________________ A. MUST DEVELOP SKILLS AND KNOWLEDGE: ( Based on the requirements of the job, specify the skills an employee holding the indicated position should develop to ensure effective performance of the job .) _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________

B. NICE TO HAVE SKILLS AND KNOWLEDGE : (These refer to related skills that will enable an employee to perform same level, or even higher level jobs within the section; probably as a back-up or reliever. These skills, if developed may also increase employees efficiency in performing assigned tasks.) _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________

Prepared by:___________________ Date:_________ Checked by :____________Date:_______ Noted by :___________________ Date:_________ Approved by: ___________ Date:_______

ANALYSIS OF TRAINING NEEDS THE WORKPLACE

Identify an area(s) in your department which you think needs training. 1. What section/unit ? ____________________________________________________________________________________ 2. What particular job/occupation ? ____________________________________________________________________________________ 3. What skills and knowledge needed ? _____________________________________________________________________________________ _____________________________________________________________________________________ __________________________________________________________________________________ 4. Whos individual needs training? _____________________________________________________________________________________ _____________________________________________________________________________________ __________________________________________________________________________________ 5. Write down your recommended training plan and the training program. _____________________________________________________________________________________________ _____________________________________________________________________________________________ _____________________________________________________________________________________________

PREPARED BY : ______________________

NOTED BY :___________________________

ON HOW TO IDENTIFY SPECIFIC SKILLS REQUIREMENTS

GUIDELINES OF THE WORKSHOP SESSION

Form a group that is composed of 4-7 people. Too small a group may generate only little ideas, too large may be difficult to control.
It is preferable that the group will be composed of persons of varying backgrounds/discipline. See to it that the persons composing the group are of more or less than same position or level. Select a group secretary to record the result/s of the workshop session.

GUIDELINES OF THE WORKSHOP SESSION

Before starting the session, the group leader should define clearly the problem and its background.

The workshop discussion should be as free wheeling as possible.

Record every idea no matter how remote its probabilities seem. Do not judge! That will come later.

TNA WORKSHOP ACTIVITY

ACTIVITY 1 (BY GROUP) ACTIVITY 2 (PRESENTATION)

Determine or identify the various skills , knowledge and attitude requirements for each job position.

Presentation of group output.

SAMPLE SKILLS REQUIREMENTS ANALYSIS

JOB POSITION

SKILLS AND KNOWLEDGE REQUIREMENT/S

RECOMMENDED TRAINING MODULE/S

QUALITY INSPECTOR

KNOWLEDGE OF PRODUCTION PROCESS

PPL PROCESS COURSE CRM PROCESS COURSE CGL PROCESS COURSE

BASIC APPRECIATION (Simple) WORKING KNOWLEDGE (Complex) FULLY-OPERATIONAL (High-Complex)

COURSE OR PROGRAM OUTLINE

INSTRUCTIONAL OBJECTIVES Training Duration CONTENT/S METHOD/S VISUAL AIDS, ETC.

SAMPLE SKILLS REQUIREMENTS ANALYSIS

Job Position A. TECHNICAL/FUNCTIONAL : QUALITY INSPECTOR

SKILLS AND KNOWLEDGE REQUIREMENTS

Desired Level of Job Competency Actual Level of Job Competency

Knowledge of production process Knowledge of products and quality standards Knowledge of product defects (e.g., uncoated spots/area, coating failure, creases, damaged edge, edge build-up, jet lines) Knowledge of measurement standards/protocol/ tolerances (e.g., width, thickness, steepness) Proper use of measuring instruments/equipment (e.g., steel tape, micrometer caliper , taper gauge, straight edge, hardness tester, weighing scale, porta spec )

4 4 4 4 4

Knowledge of intended customer/market

Fact-finding / investigative skills Judgment / decision-making skills Proficiency in technical writing Records-keeping skills Familiarity with basic computer use

4
4 4 4 4 4

SAMPLE SKILLS REQUIREMENTS ANALYSIS

JOB POSITION

SKILLS AND KNOWLEDGE REQUIREMENT/S

RECOMMENDED TRAINING MODULE/S

ELECTRICAL MAINTENANCE TECHNICIAN

KNOWLEDGE OF AC MOTORS MAINTENANCE

INDUSTRIAL MOTOR MAINTENANCE

COURSE OR PROGRAM OUTLINE

INSTRUCTIONAL OBJECTIVES Training Duration CONTENT/S METHOD/S VISUAL AIDS, ETC.

SKILLS REQUIREMENTS ANALYSIS WORKSHEET

JOB POSITION SKILLS AND KNOWLEDGE REQUIREMENT/S RECOMMENDED TRAINING MODULE/S

1 2 3

SKILLS REQUIREMENTS ANALYSIS WORKSHEET

NAME SKILLS AND KNOWLEDGE REQUIREMENT/S LEVEL OF COMPETENCY

1 2 3