TRAINING NEEDS ANALYSIS (TNA)

IMPROVING PERFORMANCE
Organizations are not stand-alone structures. They are made up of goals, people, values, philosophies, sentiments, communication styles, etc. Therefore, there are no short-cut solutions to improving employees performance. Training is only part of the solution, and often times cannot be considered as THE SOLUTION by itself.

FACTORS OF EMPLOYEE PERFORMANCE

Job Objectives (Results Achieved) MEASUREMENTS

Tasks (Assigned tasks are done) Capabilities (Knowledge, skills, attitude, habits)

NEEDS ANALYSIS
Is the systematic process used to determine what needs to be done to bring performance to the expected level.

It is used when making sure that the right training is being provided to the right employees

USES OF NEEDS ANALYSIS

To improve performance in individuals and organizations

To increase the relevance and effectiveness of training

WHAT DOES NEEDS ANALYSIS DETERMINE?

Employees KSA If training is needed Any barriers to performance

When job standards and Expected Performance (EP) dont match ones Actual Performance (AP), a Performance Discrepancy or gap (PD) exists. PD = EP - AP

NO SINGLE WAY OF CONDUCTING TNA DEPENDENT ON:

Availability and reliability of pertinent data Time devoted to study Cooperation from interviewees and top management General 3-stage procedure: Surveillance Investigation Analysis

SURVEILLANCE

Review of vital data of organization 2. Observations Maintain contacts with individuals to assess attitudes 3. Survey methods and feelings 4. Formal interviews Be informed of current 5. Performance test policies, targets, and standards 6.Records and related to work performance
documentations

Analytical Tools 1. Informal interviews

INVESTIGATION
When: A performance gap is discovered Management requests training Management thinks a training need is present

Common techniques: 1. observations: personal &filmed 2. Interviews: individual &groups

3. questionnaires: checklist, rating scales 4. Diaries: records of activities

5. Work samples
6. Performance appraisals

7. Psychological test

ANALYSIS Involves examination of data in order to: - Eliminate invalid Headings for grouping and summarizing data: information - Group and summarize 1. Organizational remaining data analysis - Draw up conclusions 2. Operational (job) - Prepare a communication analysis report

3.Person analysis

ORGANIZATIONAL ANALYSIS

It is an examination of an organizations strategy, its goals and objectives and the systems and practices in place to determine how they affect employee performance.

OPERATIONAL ANALYSIS

It is the examination of specific jobs to determine the requirements, in terms of the tasks required to be done, and the KSAs required to get the job done.

PERSONAL ANALYSIS

It is the examination of the employees in the jobs to determine whether they have the required KSAs to perform at the expected level.

INDIVIDUAL TRAINING NEEDS

Indicator is deficiency in skill or knowledge related to required performance (make sure this is the real reason) Key questions to be answered: What does his job require him to do? Does he perform according to standard? Does this indicate a need for training? What action is proposed?

NON-TRAINING NEEDS THAT HAVE KSA DEFICIENCY

JOB Aid
Practice

BY CONDUCTING TRAINING NEEDS ANALYSIS:

Company saves time and money

Determines a benchmark for evaluation of training

Increased motivation of employees

THANK YOU