Effective Training Need Analysis (TNA) & Return on

Investment (ROI) on Training

Training Need Analysis (TNA)

What is Training
Learning VS Training
Types of Training
Method of Training
Training Wheel
Job Analysis
Training Need Assessment/Analysis
Training Need Assessment Method

Return on Investment on Training Initiatives by HR

8/30/2015

What is Return on Investment (ROI)?

Training Evaluation
Kirkpatricks Four-Level Model
ROI on Training (ROTI)
Uses/Benefits of ROTI
Some mathematical analysis on ROTI

Facilitated by: Riyad Hossain, HR Professional

8/30/2015

Facilitated by: Riyad Hossain, HR Professional

Tell me and I forget,

Teach me and I remember,
Involve me and I LEARN
- Benjamin Franklin

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

What is Training ??
which aims to improve specific knowledge
or skills
which influences behaviour and improves
work performance
which may also be unconsciously given

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

BENEFITS OF TRAINING & DEVELOPMENT:

FOR THE EMPLOYEE

the opportunity for promotion and selfimprovement

improved
improved job satisfaction through better job
performance
a challenge: the chance to learn new things
adaptability: greater ability to adapt to and cope
with changes
increase job scope and allow for job rotation
8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

BENEFITS OF TRAINING & DEVELOPMENT:

FOR THE ORGANISATION
higher productivity through better job performance,
more efficient use of human resources
goals and objectives more effectively met
reduced costs due to less labour turnover, errors,
accidents, etc.
a more capable, mobile workforce
existing staff more easily retained
employees are better able to cope with
organisation's exigency

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

TYPES OF TRAINING

BRAINSTORMING
8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

Types of Training
Classroom Based
(In-house & External)
Outbound

Technical & Soft skills

Tailor-made
Simulations
8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

TYPES OF TRAINING:
orientation (induction) training
initial (basic) training
remedial training (to correct perceived
faults)
refresher training (such as in company
policy, safety, fire drill)
personal development
group development
8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

What is Learning?
Learning is acquiring new or modifying
existing knowledge, behaviors, skills, values,
or preferences and may involve synthesizing different types
of information.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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Learning vs Training?
Training is something you do. Learning is something that
happens. Learning should be the major outcome of training.
Sometimes having a trainer speeds up the learning process.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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Learning vs Training?
Training is successful if learning occurs. Changed behaviour in
the workplace is essential if organizations are going to grow
and develop. Planned training that relates to the current
organizational direction can make a real difference.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

12

Knowledge, Skills & Abilities

Knowledge is information specific and particular to a subject, enabling a
person to understand a subject to an acceptable level
Skill is a developed aptitude or ability in a particular intellectual or physical
area
Ability is competence in an activity or occupation because of one's
skill, training, or other qualification

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

13

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Facilitated by: Riyad Hossain, HR

Professional

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Training Cycle

Source: Fisher, Schoenfeldt, & Shaw (2006), Figure 9.1, p. 377

8/30/2015

Facilitated by: Riyad Hossain, HR Professional

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Training Need Assessment

Father of needs assessment
Roger Kaufman (NY, JHU) first developed a model for determining needs
defined as a gap in results.
First determine the current results,
Articulate the desired results, and
The distance between results is the actual need.
Once a need is identified, then a solution can be selected that is targeted
to closing the gap.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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Needs Assessment Definition

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

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

17

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Facilitated by: Riyad Hossain, HR

Professional

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The bigger picture

Organizational performance

Employee performance

Employee Skills, Knowledge and Attitudes

Employee education, experience and training

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

19

Training?

Existing
Skills
Knowledge
Attitudes

8/30/2015

Training helps to
bridge the gap

Facilitated by: Riyad Hossain, HR

Professional

Required
Skills
Knowledge
Attitudes

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Needs assessment methods

Quantitative methods collect data that can be counted or
measured it may be specific statements, figures and
numbers. Questionnaires and surveys are examples of
methods often used to gather quantitative information.
Informal interviews and observation are examples of
qualitative methods.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

21

Needs assessment methods (contd )

Qualitative methods tend to be more context-bound and
descriptive in nature. They collect data that is less easily
counted or measured and often has a smaller area of focus.
Informal interviews and observation are examples of
qualitative methods.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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Special Training Needs

Retraining
learning how to learn
the ageing workforce

Managing Diversity
cross-cultural training (increasing globalisation, multi-cultural
societies)
Equal Opportunities legislation

Training the Unemployed

long-term unemployed (more than 27 weeks continuously)
causes of long-term unemployment (physical, psychological &
environmental factors)

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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Pros & Cons of TNA Methods

Interviews
Pro: Good at uncovering details of training needs and the trainer can
explore questions that arise.
Con: It is time consuming and difficult to analyze. To succeed, need a
skilled interviewer.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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Pros & Cons of TNA Methods (Contd)

Focus Group:
Pro: Useful with complex or controversial issues that one person may be
unable or unwilling to explore.
Con: Time consuming to organize; status or position differences may limit
participation.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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Pros & Cons of TNA Methods (Contd)

Document Review
Pro: Good source of information on procedure; objective.
Con: May not be available, accessible, or valid; technical language might
require SMEs to explain.

8/30/2015

Facilitated by: Riyad Hossain, HR

Professional

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