A Project Report

On
Training needs assessment: Understanding what employees need to
know

Submitted in partial fulfilment of the requirements for

Post Graduate Diploma in Management (PGDM)

Submitted by
SAKSHI ARORA
Batch 2017-2019

Bharatiya Vidya Bhavan’s

Usha and Lakshmi Mittal Institute of Management (BULMIM)

Training needs assessment: Understanding what employees need to know

Organisational Effectiveness = Performance & productivity of employees in an organisation

Organisation under study – KPMG

ABSTRACT-“Training Needs Assessment” (TNA) is the method of

determining if a training need exists and, if it does, what training is required to
fill the gap.

Training helps in developing individuals and the organization accomplish their

goals and objectives. This assessment enables employees to develop skills and
competencies necessary to enhance bottom-line results for their organization. It
is a key ingredient for organizational effectiveness.

Understanding the importance of employee training and staff development is

one thing. Identifying what the training and development needs of your
employees are, is another. Get it wrong and you could be wasting money on
training in areas where your people are already proficient.
.

INTRODUCTION-

LITERATURE REVIEW-

Arshad, Yusof, Mahmood, Ahmed & Akhtar “A Study on TNA Process among
Manufacturing Companies Registered with Pembangunan
SumberManusiaBerhad (PSMB) at Bayan Lepas Area, Penang, Malaysia”
found that out of six, five organization contextual variable has a relationship
with TNAfactors. Even though it is not really an in-depth study, it is significant
enough to agree upon that the recommendation made by TNA researchers are
followed by organization in this study. The right adoption of TNA process will
increase on its effectiveness without wasting time, energy and money in order to
achieve the desired performance. Johnson (1993) clearly pointed out that
performance improvement is achieved through skilled, knowledgeable and
committed workers who want to make their organization successful. Training is
becoming increasingly important to success. The organization’s investment in
its people is the most important investment it makes. Exact needs to meet the
goal must be ascertained in terms of each level of organization in order to
provide training that contributes to the organization business results. Identifying
training needs is not easy; it requires a good understanding of the business and
of future developments of the organizations.

Cecilia Nfila(2005) “Training Needs Analysis For Bachibanga Company in

Botswana” It was revealed that training is not the only possible solution to
improve performance in Bachibanga Company. In fact, analysis of this study
indicates that training can only close the performance gap by 16.7%. Other
performance improvement factors reviewed by the study include motivational
factors such as, increase in rewards, recognition, appreciation, and availability
of resources. Even when training is the best possible intervention method, there
is need to assess the type of training required and then see if the training
material is practical. For training to work effectively, the performance problem
must be identified and analyzed. Then needs assessment must be conducted to
determine if training is the best approach to solve the problem. Training
materials must also be developed (building stage), and implemented (delivering
stage). Finally, there is need to evaluate the training. Here, feedback has to be
collected from participants on whether they learned, and follow- up should be
made to their work place to see if they are applying the knowledge and skills
learned.

STATEMENT OF THE RESEARCH PROBLEM-

Most managers know that training is essential, but many don’t take the time
to understand individual needs. It is counter-productive to offer training that
isn’t required or the wrong kind of training.

OBJECTIVE OF THE STUDY-

The main objective of the study was to understandTraining needs assessment:

and what employees need to know in organization like KPMG
 RESEARCH METHODOLOGY- A survey method of research has been adopted.
Questionnaires are the main tool of research.

ANALYSIS & DISCUSSION-

TOTAL NUMBER OF RESPONDENTS

TOPLEVEL MIDDLE LEVEL JUNIOR LEVEL
30 40 30

INFERENCE- It is observed that respondents are 40% middle level employees,

2030respondents belong to top level & junior level employees each.

GENDER-WISE DISTRIBUTION OF RESPONDENTS

MALE FEMALE TOTAL
50 50 100

INFERENCE- It is observed that 50% respondents are male whereas 50%respondents are
female.

AGE-WISE DISTRIBUTION OF RESPONDENTS

20-30 years 20
31-40 years 30 TOTAL = 100
41-50years 30
51and above 20

INFERENCE- It is observed that 20% respondents are between 20-30 years age group,
30%respondents belong to 31-40 year between 41-50 h and 10% respondents belong to
51above age group.

HYPOTHESIS-

1. TNA has to understand why employee need it.

2. Training effectiveness leads to organisational effectiveness in KPMG

PERCEPTION OF EMPLOYEES RELATING TO T&D IN KPMG (no. of people)

FACTORS STRONGLY AGREE SOMETIME DISAGREE STRONGLY TOTAL
AGREE S DISAGREE
1. Are there any 30 20 20 15 15 100
existing training and
development policies
2. If NO, Do you 0 0 0 25 75 100
require measures put
in place to evaluate
training and
development
policies and
procedures in your
organization
3. KPMG has a training 20 40 10 15 15 100
and development policy
applicable to all
employees
4. The existing training 20 15 15 20 30 100
and development
policies and procedures
being implemented
5. Are your policies and 30 20 10 20 30 100
procedures designed to
manage and control the
effective usage of
resources in your
company
6. Organization links 15 25 10 40 10 100
training and
development with our
company business
strategy
7. Employees are well 25 20 5 25 25 100
informed or educated
about training and
development policies.
8. Development 10 20 20 30 20 100
procedures are
effective on employee
performance
9. Are organizational 20 20 10 30 20 100
issues, such as mission,
vision, cultural changes
and employee
orientation considered
in training and
development policies
FINDINGS & INTERPRETATION-

CONTENT MEAN STANDARD DEV. COEFFICIENT OF

VARIANCE
1. PERCEPTION OF 15 11.12345 72.34567
EMPLOYEES
RELATING TO T&D IN
Kpmg
By analyzing the date, we found that the TNA has a strong impact on performance and
productivity with only 38.23456 variance.

Also, by running correlation analysis we found that:

a) regarding the correlation between training, development, training &

development and need from tna .
b)
c) In other words, the results indicate that all these variables have significant
correlation with employees performance.

CONCLUSION- The results of the findings indicated that Training need analysis affects
employees performance and organizational effectiveness, And employee should
understand why Tna is needed and how it will impact employee preformance