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    Training Needs Assessment: A Systematic Approach

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    pkumarjothi6433
    A needs assessment is used to identify performance gaps and determine training needs. It involves analyzing the organization, tasks, and individuals to understand desired vs actual performance. This reveals possible training needs. The analysis examines goals, skills, job descriptions, standards, and problems. It identifies who needs training, on what topics, and which delivery methods would be best. Only 6-10% of training expenditures actually improve job performance, so a needs assessment is important to focus training on real needs. The results are then used to design effective training programs.

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    Training Needs Assessment: A Systematic Approach

    Uploaded by

    pkumarjothi6433
    63 views20 pages
    A needs assessment is used to identify performance gaps and determine training needs. It involves analyzing the organization, tasks, and individuals to understand desired vs actual performance. This reveals possible training needs. The analysis examines goals, skills, job descriptions, standards, and problems. It identifies who needs training, on what topics, and which delivery methods would be best. Only 6-10% of training expenditures actually improve job performance, so a needs assessment is important to focus training on real needs. The results are then used to design effective training programs.

    Original Description:

    useful note for training and development department and mba students

    Original Title

    Training Need Analysis

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    A needs assessment is used to identify performance gaps and determine training needs. It involves analyzing the organization, tasks, and individuals to understand desired vs actual performance. This reveals possible training needs. The analysis examines goals, skills, job descriptions, standards, and problems. It identifies who needs training, on what topics, and which delivery methods would be best. Only 6-10% of training expenditures actually improve job performance, so a needs assessment is important to focus training on real needs. The results are then used to design effective training programs.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    63 views20 pages

    Training Needs Assessment: A Systematic Approach

    Uploaded by

    pkumarjothi6433
    A needs assessment is used to identify performance gaps and determine training needs. It involves analyzing the organization, tasks, and individuals to understand desired vs actual performance. This reveals possible training needs. The analysis examines goals, skills, job descriptions, standards, and problems. It identifies who needs training, on what topics, and which delivery methods would be best. Only 6-10% of training expenditures actually improve job performance, so a needs assessment is important to focus training on real needs. The results are then used to design effective training programs.

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    © All Rights Reserved
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    Download as ppt, pdf, or txt
    of 20

    Training Needs Assessment:

    A Systematic Approach
    “Remember, training is not
    what is ultimately
    important… performance is.”
    Marc Rosenberg
    Needs Assessment Definition

    A needs assessment is the process of


    identifying performance requirements.
     The "gap" between what performance is
    required and what presently exists.
    TNA is done to find …..

    What kind of training that are needed?


    Who needs them?
    Where they are needed?
    Which methods will best deliver the
    needed skill, knowledge, attitude to the
    workers?
    Did you know...

    “Not more than 6-10 % of


    expenditures in training actually
    result in transfer to the job.”
    Broad and Newstrom
    Define the problem

    DESIRED PERFORMANCE (Optimals)

    - ACTUAL PERFORMANCE (Actuals)

    = POSSIBLE TRAINING NEED


    Analyze

     What is the problem?  Problem Analysis

     Is it a training problem?  Performance Analysis

     What skills and


    knowledge should be  Task/Competency
    included in the training Analysis
    program

     Who needs to be  Learner Analysis


    trained?
    Types of TNA

    Organisation analysis
    Task analysis
    Person analysis
    Organisation analysis

    Examination of the business environment


    Strategies of the organisation
    Data sources used in
    Organisation Analysis
    Organisation goals and objectives
    Personnel inventories
    Skills Inventories
    Organisational climate indexes
    Changes in systems & sub systems
    Management request
    Exit Interviews
    Management by Objectives or work
    planning systems
    Steps in Task Analysis
     Break job into major
    functions

     Break functions into


    major tasks

     Break tasks into steps

     Identify training
    outcomes
    Task Analysis Interviews

     Managers

     Best performers

     Job incumbents

     Subject matter experts


    Data sources used in Task
    Analysis
     Job Descriptions
     Asking questions about
    the job
     Job Specifications

     Training Committees
     Performance Standards

     Analysis of operating
     Work Sampling
    problems

     Reviewing literature on
    the job
    Person analysis

    Determining……

    Which employees require training

    Which employees do not require training


    Data sources used in
    Person Analysis

    Performance Tests
    appraisal data
    Attitude Surveys
    Work Sampling
    Training Progress
    Interviews
    Critical Incident
    Questionnaires
    Instructional Design
    Process

    ANALYZE DESIGN

    DEVELOP IMPLEMENT

    EVALUATE
    If a skill deficiency..

    Provide training
    Provide practice
    Provide feedback
    Simplify the task
    Develop a job aid
    OJT
    Transfer
    Terminate
    P. 39

    Cause Solution
    If skill or knowledge……….training
    If lack feedback……………..feedback, standards
    If not motivated…………….rewards, consequences
    If unclear expectations…..std, measure, discuss
    If job environment…………change environment
    If potential……………………change personnel
    “If you think training
    is expensive,try
    ignorance.”
    Thank
    You!

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