Sunteți pe pagina 1din 34
Training Needs Assessment Free Sample 25% www.ReadytoTrainMaterials.com 1
Training Needs Assessment
Training Needs Assessment

Free Sample 25%

www.ReadytoTrainMaterials.com

1

FREE SAMPLE Visit our website for full package

https://readytotrainmaterials.com
https://readytotrainmaterials.com

Outline

• Chapter One: Introduction • Chapter Two: Areas of Needs • • Chapter Three: Training Needs
Chapter One: Introduction
Chapter Two: Areas of Needs
Chapter Three: Training Needs Assessment Processes
Chapter Four: Training Evaluation
Chapter Five: Training Methods
Chapter Six: Return on Investment
Chapter 1 Introduction to TNA
Chapter 1
Introduction to TNA

If you think training is expensive, try ignorance.

“ If you think training is expensive, try ignorance. ” www.ReadytoTrainMaterials.com 6

Introduction

The Operations Manager complains that his staff are not achieving their monthly target, he thinks that they need training session in order to raise tier qualifications, and asked you as (TRAINING MANAGER) to solve this issue

What would you do?

Introduction • The Operations Manager complains that his staff are not achieving their monthly target, he

FREE SAMPLE Visit our website for full package

https://readytotrainmaterials.com
https://readytotrainmaterials.com
FREE SAMPLE Visit our website for full package https://readytotrainmaterials.com

Functions of Human Resources Management

Recruitment
Recruitment

Training and Development

Employees

relations

Compensations

performance

appraisal

Functions of Human Resources Management

55 % Recruitment Training and Development 28 % 46 % 36 % Compensations Employees performance relations
55 %
Recruitment
Training and
Development
28 %
46 %
36 %
Compensations
Employees
performance
relations
appraisal

10

Training & Development

What is Training?
What is Training?

Organized activity aimed at imparting information and/or instructions to improve the employee's performance or to help him or her attain a required level of knowledge or skill.

It

is

a

learning

process

that involves the acquisition of

knowledge, sharpening of skills, concepts, rules, or changing of

attitudes and behaviors to enhance the performance of

employees

FREE SAMPLE Visit our website for full package

https://readytotrainmaterials.com
https://readytotrainmaterials.com
FREE SAMPLE Visit our website for full package https://readytotrainmaterials.com

TNA!!!!

Training Needs Assessment Identification Training Needs Training Needs Analysis
Training Needs Assessment
Identification Training Needs
Training Needs Analysis

Training Needs Assessment

Training Needs Assessment The systematic method of determining if a training needs exists and if it

The systematic method of determining if a training needs exists and if it does, what training is required to fill the gap between the standard (Required) and the actual performance of the employee.

Training Needs Assessment The systematic method of determining if a training needs exists and if it
Just free sample Visit our website for full package https://readytotrainmaterials.com
Just free sample
Visit our website for full package
https://readytotrainmaterials.com

Training Needs Assessment

Training Needs Assessment Is the process of identifying performance requirements and the "gap" between what performance

Is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.

Training Needs Assessment Is the process of identifying performance requirements and the "gap" between what performance

When Is Training NOT the Best Intervention?

Training is not the best intervention when the performance issue is a result of:

Recruiting, selection or compensation problems. Policies and procedures issues. A lack of coaching and feedback. Insufficient tools, equipment or resources. Physical setting problems. A lack of motivation (job-person fit; person-org fit); a wont doissue.

When Is Training NOT the Best Intervention? Training is not the best intervention when the performance
Why Conduct a Training Need Analysis?
Why Conduct a Training Need
Analysis?

Significance of Training Needs Analysis

Training needs assessment helps in diagnosing the causes of performance deficiency in employees and prevails upon the organization to take remedial actions.

Trainers may be informed about the

broader needs of the training group and the organization, thus paving way for effective training.

Significance of Training Needs Analysis

Training needs assessment sharpens the focus and the orientation.

It helps in reducing the perception gap between the trainees, the trainers, the training administration and the organization.

Trainers are able to pitch their course design coverage and inputs

closer to the specific needs of the participants.

Significance of Training Needs Analysis • Training needs assessment sharpens the focus and the orientation. •

Why Conduct a Training Needs Assessment?

Training Needs Assessment helps in diagnosing the causes of performance

deficiency in employees and prevails upon

the organization to take remedial actions. Training Needs Assessment sharpens the focus and the orientation.

Why Conduct a Training Needs Assessment? • Training Needs Assessment helps in diagnosing the causes of

Remember, training is not what is ultimately importantperformance is.

Marc Rosenberg

TNA Role in the Organization

Existing • Skills • Knowledge • Attitudes TNA is a tool to identify the gap Training
Existing
• Skills
• Knowledge
• Attitudes
TNA is a tool to
identify the gap
Training helps to
bridge the gap
TNA Role in the Organization Existing • Skills • Knowledge • Attitudes TNA is a tool

Required Skills Knowledge Attitudes

Indication of Performance Discrepancy

Proactive approach to TNA focuses on anticipated or probable performance in the futures.
Proactive approach to TNA
focuses on anticipated or
probable performance in
the futures.
Reactive approach to TNA Focuses on current or exiting performance problems.
Reactive approach to TNA
Focuses on current or
exiting performance
problems.

Not more than 10% of expenditures in training actually result in transfer

to the job.”

Remember, training is not what is ultimately importantperformance is.

Marc Rosenberg

FREE SAMPLE Visit our website for full package

https://readytotrainmaterials.com
https://readytotrainmaterials.com

Two Main Assumptions

Organization: has objectives that it wants to achieve for the benefits of all owners, customers, employees ..

These objectives can be achieved by works of employees who have

abilities

People: People have aspirations to develop and learn

To learn and use new abilities they need

Organization and People: these needs to match between the

organizational goals and learning paths

Focus is on needs, not desires
Focus is on needs, not desires

Case 1

The director of a Marketing department in a company tells the assessor, we have a training problem.

When asked, why,by the assessor, the director says: My employees are always late completing a report that is due to the ministry of finance at the end of each quarter.

Case 1 • The director of a Marketing department in a company tells the assessor, “

Case 1

In

an attempt

to

find

out

more, the assessor

asks, Do

your

employees do well with in their other reports?” “Yes, says the director. They are experienced report writers.

So, says the assessor, they could do the report on time if they wanted to?to which the director replies, Of course; but they don't.Probing further,

Case 1

The assessor asks, do you have any idea why they have trouble with that particular report?

• “Well,the assessor replies, maybe because the report contains information that is meaningless, and they know it. But they should do it anyway, because it's required.

Case 1 • The assessor asks, “ do you have any idea why they have trouble

To Train or Not

 

Problem: Low Motivation

Problem: Systemic

High

Method

Method

Assess personal

Consider system issues, problem

consequences/ rewards system

is out of control of the employee

Job

   

Knowledge

Problem: Bad Fit

Problem: Lack of Knowledge or Tools

Method

Consider improper

Method

placement of employee in

Training

Low

the position

 

Low

High

Employee attitude/desire to perform the job

TNA aims to distinguish between

Discrepancies of knowledge or skill that can be remedied by training, better known as "training needs.

Discrepancies of execution that must be remedied in some other way.

To train or not to train?
To train or not to train?
Chapter Two Areas of Needs
Chapter Two
Areas of Needs
Chapter Two Areas of Needs www.ReadytoTrainMaterials.com 33

Three levels of Performance and Needs

Implementing: Doing things well

Shows the gap between the desired and the actual performance (people need to learn how to do the job well, which defined by

standards (to meet the basic); individuals and groups

Improving: Doing thing better

Developing the performance as a whole by raising the current standards continues improvement)

Innovating: Doing new and better things

By reviewing all processes and improve it (1+2)