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An Analysis of Training Need is an Essential Requirement to the Design of Effective Training

An Analysis of Training Need is an Essential Requirement to the Design of Effective Training

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Published by manu bhatia

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Published by: manu bhatia on Sep 06, 2009
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10/14/2012

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An analysis of training need is an essential requirement to the design of effective training.The purpose of 
training need analysis
is to determine whether there is a gap between what isrequired for effective performance and present level of performance.
Why training need analysis?
Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and alsohighlights the occasions where training might not be appropriate but requires alternate action.
Training Need arises at three levels:
Corporateneed and training need are interdependent because the organization performance ultimatelydepends on the performance of its individual employee and its sub group.
Organizational Level – 
Training need analysis
at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses andexternal environment such as opportunities and threats.After doing the
SWOT analysis
, weaknesses can be dealt with the training interventions,while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs.For this approach to be successful, the HR department of the company requires to be involvedin strategic planning. In this planning, HR develops strategies to be sure that the employees inthe organization have the required Knowledge, Skills, and Attributes (KSAs) based on thefuture KSAs requirements at each level.
 
Individual Level – 
Training need analysis at individual level focuses on each and everyindividual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, thencertainly there is a need of training.However, individual competence can also be linked to individual need. The methods that areused to analyze the individual need are:
Appraisal and performance review
Peer appraisal
Competency assessments
Subordinate appraisal
Client feedback 
Customer feedback 
Self-assessment or self-appraisal
Operational Level – Training Need analysis at operational level focuses on the work thatis being assigned to the employees. The job analyst gathers the information on whetherthe job is clearly understood by an employee or not. He gathers this informationthrough technical interview, observation, psychological test; questionnaires asking theclosed ended as well as open ended questions, etc. Today, jobs are dynamic and keepchanging over the time. Employees need to prepare for these changes. The job analystalso gathers information on the tasks needs to be done plus the tasks that will berequired in the future.Based on the information collected, training Need analysis (TNA) is done
Systematic Model Training
Traning and Development Home» Systematic Model Training
 
The
system model
consists of five phases andshould be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in SystemModel of training are as follows:1.
Analyze and identify
thetrainingneeds i.e. toanalyze the department, job, employees requirement,who needs training, what do they need to learn,estimating training cost, etc The next step is todevelop a performance measure on the basis of which actual performance would be evaluated.2.
Design and provide training
to meet identifiedneeds. This step requires developing objectives of training, identifyingthe learning steps, sequencing and structuring the contents.3.
Develop-
This phase requires listing the activities in the
training program
that will assistthe participants to learn, selecting delivery method, examining the training material,validating information to be imparted to make sure it accomplishes all the goals & objectives.4.
Implementing
is the hardest part of the system because one wrong step can lead to thefailure of whole training program.

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