TRAINING NEEDS ANALYSIS

MADE BY:
PRASHANSA MADAN
PRAGYA SABHARWAL

TRAINING

Organized activity aimed at imparting information

and/or instructions to improve the recipient's
performance or to help him or her attain a required
level of knowledge or skill.

TRAINING PROCESS

WHAT IS A TRAINING NEEDS ANALYSIS?

A training needs analysis is the method of determining IF
a training need exists and if it does, what training is
required to fill the gap.
A successful training needs analysis will identify those
who need training and what kind of training is needed.
An assessment process that serves as a diagnostic tool
for determining what training needs to take place.
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Training?

Existing
Skills
Knowledge
Attitudes

Training helps to
bridge the gap

Required
Skills
Knowledge
Attitudes

Training Need Analysis (TNA)

Existing
Skills
Knowledge
Attitudes

COPYRIGHT 2006 BY ATUL MATHUR

TNA is a tool to
identify the gap

Required
Skills
Knowledge
Attitudes

HOW CAN A NEED BE IDENTIFIED?

Complaints from staff, customers/clients
Poor quality work
Frequent errors
Large staff turnover
Deadlines not being met

Indicators
of a
need

Conflict amongst staff

New equipment systems
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WHY SHOULD YOU CONDUCT A TNA?

Avoid training for training sake.
Supports cost effective training.
Targets areas of greatest need.
Gives information on the organizations climate.
Separates the symptoms from the causes.

HOW TO DO A TNA - PROCESS

1. Document the problem
7
steps

2. investigate the problem

3. Plan the needs analysis

4. Select the technique
5. Conduct the analysis
6. Analyse the data
7. Report the findings

Components / levels of
training needs analysis

ORGANIZATION ANALYSIS
1. An Organization Analysis involves determining the:

Appropriateness of training given the organizations strategy.

Resources (financial and development) available for training and
transfer after training.
Support by managers and peers for training and transfer.
Gather data mainly from senior and mid-level managers.

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TASK ANALYSIS
Identifying the important work-related tasks and
knowledge, skills, behaviors and abilities (KSBAs)
that must be emphasized in training.
Data sources: Subject matter experts (SMEs),
managers, exemplary employees.

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TASK ANALYSIS PROCESS

The task analysis process involves :

1. Selecting the job(s) to be analyzed.
2. Developing a list of tasks performed (from an interview or
survey of exemplary employees).
3. Mining data sources: Ask SMEs, managers and/or
exemplary employees to validate tasks:
a. Frequency: How frequent is the task completed?
b. Importance: How important is this task to the overall
work?
c. Difficulty: How difficult is this task?
4. Identify KSBAs that should be trained to address the gap.

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PERSON ANALYSIS
determining whether performance
deficiencies result from a lack of knowledge,
skill, or ability (a training issue) or from a
motivational problem
identifying who needs training

determining employees readiness for

training.
Data sources include learners, managers and
document reviews (personnel records, prior training
records, or testing).
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THE NEEDS ASSESSMENT PROCESS

Reasons
Lack of Basic Skills
Poor Performance

What is the
Context?
Organization
Analysis
Task
Analysis

New Technology
Customer Requests
New Products
Higher
Performance
Standards
New Jobs

Outcomes

Person
Analysis

Who Needs
the Training?

In What Do
They Need
Training?

What Trainees
Need to Learn
Who Receives
Training
Type of Training
Frequency of
Training