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T.Manoj kumar
Asst Professor, SKIMT Training and Development
Need For Training
5. Promotion or transfer of individual employees
8. Improves quality
9. Increase efficiency
T.Manoj kumar
Asst Professor, SKIMT Training and Development
TRAINING NEEDS ANALYSIS
3. Consider the employees who do not need training but are sent
by their supervisor (lack of interest)
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Reasons for analyzing the Training Needs
4. To find out the alternate action where training may not be appropriate
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Trigger Event
Proactive TNA- For the ongoing problem(gap) or after the problem has occurred.
T.Manoj kumar
Asst Professor, SKIMT
Training and Development
Training Need Analysis
Organizational analysis focus on the
strategies of the organization, resources
in the organization, allocation of these
resources & total internal environment.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
i) Mission and Strategies
The organizational analysis helps the analyst align
the training with the organizational mission &
strategies
A company’s mission & strategies also indicate
priority for training.
Training resources are always finite so decisions
Organizational must be made as to where to spend the training
budget.
Analysis
Ex: “Quality is job one” at Ford, analyst should know
that development of KSA relating to quality should
receive priority.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Organizational Analysis
This will help to determine priorities for the HRD department. Another
concern for HRD is its own budget.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Organizational Analysis
The environment analysis tells whether theses structures are aligned with the
aligned with the performance objectives of the unit in OPG have identified.
Identifying lack of alignment early and aligning the environment factors with the
objectives of training will help to ensure the training is complete, the new skills
will transfer to the job.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Collect data :
Mission &
Strategies
Capital
Resources
Human
Resources
Organizational
Environment
Data
collection
T.Manoj kumar
Asst Professor, SKIMT Training and Development
The operational analysis determines what is
required of employees to be effective
T.Manoj kumar
Asst Professor, SKIMT Training and Development
For analyzing the job the following steps will be useful
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Operational Analysis or Job Analysis
5) How many to ask :It is determined by the method of data gathering and the
amount of time available
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Operational Analysis or Job Analysis
Worker oriented job analysis : Focuses on the KSA that are required on
the job
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Personal Analysis or Job Analysis
Personal analysis will identify those incumbents who are not meeting
performance requirements & why
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Sources of data collection
1) Performance Appraisal
Supervisors are the ones who often responsible for rating the
incumbents
Analysis a)
b)
Have appraisal relevant to the job
Be sure the supervisor have access to relevant information.
c) Provide supervisors incentives to complete the rating properly
2) Self rating : Providing rating of oneself performance
Most individuals tend to overrate themselves
So proper implementation of combination of both Self
Rating & Supervisor rating system would give a better
benefit
Personal
Analysis- 3) 360 degree performance review : Here employees
rates himself on number of dimensions & receives rating
on these dimensions.
Performance Generally here more sources are used to gather
Appraisal information .
T.Manoj kumar
Asst Professor, SKIMT Training and Development
8) Skill test or behavioral test : Measures skills and
are important means of developing employees
training needs
Work samples which are simply work situations
designed to reflect what actually happens in the
workplace.
Personal Simulator technique : Equipment simulator,role plays,
Personal Analysis-Performance Appraisal Methods
business games and so on can be used to determine a
Analysis- person’s skill in a particular situation
Performance
Appraisal 9) Attitudinal surveys with proper scales are
conducted to determine attitudinal measures
Methods
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Steps to conduct Training Need Assessment
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Steps to conduct Training Need Assessment
1) Identify problems and needs
An effective training system begins with the identification of the
organization's training needs. These needs will create a Performance
Gap (AOP is Less than EOP)
Eg: Profit shortfalls, Sales coming down, Low customer satisfaction, Low
market share, Excessive scrap, Labour turnover etc.
Another type is future oriented (Introduction of automation)
Once the Performance Gap exists, the cause must be determined.
The cause might be inadequate KSAs of employees. – This is one among
the reasons.
After cause is identified ,then it should be eliminated
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Steps to conduct Training Need Assessment
2) Determine the Design of Needs Analysis
Development of training objectives that provide specific direction for
what will be trained and how.
These provide directions for what will be trained and how. They specify
the employee and organizational outcomes that should be achieved.
It is the process of formulating an instructional strategy to meet the
training objectives. It consists of the order, timing, methods, materials,
equipment's, media, facilities etc.
Obtaining or creating all the things needed to implement training
program is a part of this stage
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Steps to conduct Training Need Assessment
3) Collection data Observation
Data should be collected from different sources that includes
i) Supervisor Performance Appraisal
ii) Own performance data ( Productivity,absenteeism,Wastage made,
customer complaints etc)
iii) Work sampling
iv) Interviews/Questionarie
v) Job knowledge test
vi) Skill test
vii) Assessment centers
viii) Organization goals
ix) Labor inventory
x)kumar
T.Manoj Job description & Specification
Asst Professor, SKIMT Training and Development
Steps to conduct Training Need Assessment
4)Analyze Data
Making research on data. Understanding the data and deciding the
practical implication.
Sometimes modern technology and tools are used for the analysis of
data.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Steps to conduct Training Need Assessment
5) Provide Feedback
Performance gap (PG) will be identified and the reasons for the
performance gap will be derived.
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Gathering data for Training need analysis (TNA)
Data Sources
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Gathering data for Training need analysis (TNA)
7) Assessment centers :
Combination of several of the above technique into an intensive
assessment program
Although expensive, these are very good as they use multiple raters
8) Job Description :
This source outlines the job’s typical duties and responsibilities
9)Job specification :
These are specified tasks required for each job
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Gathering data for Training need analysis (TNA)
10) Organization goals
This source suggests where training emphasis should be placed
12) Labor Inventory : This source helps HRD identify where training is
needed because of retirement, turnover, age etc.
Identify
TRIGGERING Performance
Operational Gap
EVENT Analysis
PG = (EP-AP)
(EP)
Non-Training
Person
Needs
Analysis
(AP)
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Organizational analysis: Looks at the internal environment of the
organization. Influences that could affect the employees performance-to
determine its fit with the organizational goals & objectives.
Model -Input Person analysis : Examines who can do the job & whether they posses
required KSA.
T.Manoj kumar
Asst Professor, SKIMT
Training and Development
Training Need Analysis Model-Input
Data should be collected from different sources that includes
i) Supervisor Performance Appraisal
ii) Own performance data ( Productivity,absenteeism,Wastage made,
customer complaints etc)
iii) Work sampling
iv) Interviews/Questionarie
v) Job knowledge test
vi) Skill test
vii) Assessment centers
viii) Organization goals
ix) Labor inventory
x) Job description & Specification
T.Manoj kumar
Asst Professor, SKIMT Training and Development
Training Need Analysis Model-Process
In the process phase, the operational analysis provides information on
expected performance(EP). Expected performance (EP) is the level of
performance expected in a particular job.
Training Needs - Training needs are dealt with by designing appropriate training programs
T.Manoj kumar
Asst Professor, SKIMT Training and Development