Training Need Analysis,

Training Methods and

Techniques
 Anjali Yadav
1
20001016006

Kartik Kukreja
2
20001016025
Group Details
( Group - 2 ) Komal Bhatia
3
20001016074

Ritesh Goyal
4
20001016053
What is Training?
Training means to impart information and skills through instruction. It is the organized
procedure by which people learn knowledge and/or skill for a definite purpose

Training refers to the teaching and learning activities carried on for the primary
purpose of helping members of an organization acquire and apply the knowledge,
skills, abilities, and attitudes needed by a particular job and organization.

According to Edwin Flippo,

‘ Training is the act of increasing the skills of an

employee for doing a particular job ’.
Training v/s Development
Training
Training is a learning process for
new employees in which they get
to know about the key skills
required for the job.
Training is a short-term process
Training focuses on developing
skill and knowledge for the
current job
Job Oriented
Development
Development is the training
process for the existing
employees for their all round
development.
Long term process.
Focuses on the building
knowledge, for overcoming
with future challenges.
Career Oriented
Training Needs Analysis
Process
Training needs anaylsis is a systematic process of identifying
which kind of training is required and providing the details related
to training implementation.
Step 1 : Performance Gap Analysis

Current and desired operation results of the

employee performance are compared to identify
the performance gaps.

These performance gaps can also be termed as

the difference between the required and actual
productivity of the organization.
Step 2 : Root Cause Analysis

Root cause analysis is a way to determine the

basic issue behind the performance gaps.

The issues are classified into 5 categories as skill,

resources, incentives, motivation, and information
such as feedback.

Using root cause analysis it is identified which area

is leading to a lack of performance and which area
needs improvement.
Step 3 : Needs Analysis

A detailed analysis is carried out to design and

implement the appropriate intervention to resolve
the performance issues.

This analysis includes analysis of the audience of

training, job analysis, task analysis, environment
analysis, and cost-benefit analysis.
Step 4 : Recommendations

In this step, an appropriate training solution is

proposed.

It identifies the right kind of training program that

an organization should run to improve the overall
work productivity.
Requirement of Training Needs Analysis

20% 20%

Relate the
Understand the performance
performance with skill

Design the
Figure out the
training program
course work

20% 20%

Improve output
at work

20%
 Advantages

Determine the population which Determine what kind of training

01 need training in order to perform 02 is required in terms of skills, abilities
well in organisation. and knowledge.

Help the management to direct the Helps the company to improve their
03 resources to regions of greatest 04 quality of services and thus helps in
priority of training. customer retention.
 Disadvantages

Training need analysis can be a time- It can be a costly affair for the
01 consuming process as it includes a lot 02 company as often third party is hired
of assessments and surveys. to conduct the training need analysis

The low response rate of the As this process is time consuming,

employees to the internal surveys can eventually the goal of
03 have a negative impact on the
04 management changes with time.
effectiveness of the training
Need For
Training
Environmental changes
Mechanization, computerization, and automation have
resulted in many changes that require trained staff
possessing enough skills.

The organization should train the employees to enrich

them with the latest technology and knowledge.
Organizational complexity
With modern inventions, technological upgradation, and
diver­sification most of the organizations have become
very complex.

This has aggravated the problems of coordination. So,

in order to cope up with the complexities, training has
become mandatory.
 Human relations
Every management has to maintain very good human
relations, and this has made training as one of the basic
conditions to deal with human problems.
Change in the job assignment

Training is also necessary when the existing employee

is pro­moted to the higher level or transferred to another
department.

Training is also required to equip the old employees

with new techniques and technologies.
 Training Methods

Training Method

On the Job Training Off the Job Training

On the Job Training Off the Job Training

Coaching Discussion Method

Under Study Field Trip

Job Rotation Lecture Method

Apprenticeship E - Learning

Vestibule
On the Job
Training
On the job training is a form of training
provided at the workplace. During the training,
employees are familiarized with the working
environment they will become part of.
Coaching
One to One interaction
Corrective measure for inadequate performance
Helps in identifying weaknesses
Focuses on areas which need improvement

Understudy
Trainees are prepared to perform the work or fill the
position of their superiors.
Trainee fills the position of his/her superior that is
about to leave the job.
Can be due to promotion, retirement, or transfer
Job Rotation
Trainee systemically transferred to various jobs
Trainee can gain experience of each
Trainees build a rapport with a wide range of individuals within
the organization
Facilitates cooperation among the departments.

Apprenticeship
Theoretical instruction & practical learning is provided.
It is ‘earning while learning’
It is performed under an expert supervisor.
Off the Job
Training
Off-the-job training refers to an education
method where employees learn more about
their job or the latest advancements in their
field at a location away from their workplace.
Lecture Method
Also known as transitive method
Expert Speaker collects material and delivers lecture to the
trainee executives.
Used to present any viewpoint on any problem or subject to
the trainees.

Role Playing
Method of human interaction that involves realistic
behaviour in imaginary situations.
Develops interpersonal and communication skills.
Developing insights on one’s own behaviour and its
imapact ok others.
Discussion Method
Discussion methods are a variety of forums for open-
ended, collaborative exchange of ideas.
The trainer conducts a group discussion with purpose of
solving a problem.
Getting feedback and sharing experience is generally
involved.

Field Trip
A trip made by students or research workers to study
something at first hand.
The purpose of the field trip is usually observation for
education, non-experimental research or to provide students
with experiences outside their everyday activities.
Vestibule
Training centre called Vestibule is set up.
Actual job conditions are duplicated and simulated.
Helps the trainees to get a hold of how things proceed
in a work environment.
THANK YOU