Welingkars Distance Learning

Division

Effective HR

CHAPTER-3
Training needs Assessment &
Analysis

We Learn A Continuous Learning For

 Objectives
After completing this chapter, you should be
able to:
Understand the meaning and significance of
needs analysis in training
Understand the various types of training needs.
Know the components of a Training Needs
Assessment.
Understand the process involved in Training
Needs Analysis.
Know the various methods for collecting data for
a Training Needs Analysis.
 Nature and importance of training
needs analysis
Training needs analysis is the breakdown of
an identified need to determine its bases
and causes as well as the relationship
among identified needs.
Needs assessment means the identification
and prioritization of training requirements.
Identification of training needs starts with
the determination of knowledge, and skills
essential for maximum effectiveness in an
organization.
 Nature and importance of training
needs analysis
In the training needs analysis, the causes of
failure or non-performance are examined so
as to see whether inadequate or
inappropriate training was one of the
reasons.
Needs analysis is essential because lack of
competency is not the only reason for failure.
Training needs analysis is a diagnosis by the
organization to know what the learning
needs of its employees are.
 Nature and importance of training
needs analysis
The key elements of an effective training
needs analysis include professional trainers
doing the analysis,
using credible data,
following a structured methodology,
linking training needs with business objectives,
justifying cost to the likely benefits,
gaining the commitment of the top management,
involving employees and their supervisors and
communicating effectively with all those involved.
 Classification of training
needs
There are different types of training
needs. Focusing only on performance
deficiency in needs analysis is to
restrictive.
Democratic needs
 Classification of training
needs
Democratic needs
are options for training that are
preferred, selected or voted for by
employees or managers or both.
programs that address these needs are
likely to be accepted and desired by
organization members.
Therefore democratic needs can be used
to build support for training programs.
 Classification of training
needs
Diagnostic needs
focus on the factors that lead to
effective performance and prevent
performance problems, rather than
emphasizing on existing problems.
Diagnostic needs are identified by
studying the different factors that may
affect performance.
The goal is to determine how effective
performance can be obtained.
 Classification of training
needs
Analytical needs
identify new and better ways to perform a task.
These needs are generally discovered by
intuition, insight or expert consideration.
Compliance needs
are those mandated by law.
This category of needs most often deal with
mandated training programs such as safety
training, prevention of sexual harassment,
training for implementation of reservation policy,
etc.
 Classification of training
needs
Training needs can also be classified as:
Normative needs
a need compared to a standard.
Felt need
why individuals think they want to learn.
Expressed/demanded need
based on the demand & supply gaps of knowledge and
skill.
Comparative need
compared to others there is a need.
Anticipated future need
based on projected future demand.
Components of training needs
assessment
Training needs assessment generally involve
 Components of training needs
assessment
Organizational needs analysis
In conducting organizational analysis, the
company may consider issues like:
Increased competition for old and new business.
Greater emphasis on efficiency and cost reduction.
Increased needs on cooperation among companies.
Business strategies of the rival companies.
Research and innovation.
Merger, acquisition, diversification and expansion.
Automation and modernization.
Manpower plan on hiring, retrenching and
deployment of stall
 Components of training needs
assessment
Organizational needs analysis
It also includes
a human resource analysis: should translate the
organizations objectives into an accurate estimate
of the demand for human resources.
analysis of efficiency indexes: including cost of
labor, quantity of output, quality of output, waste
and, equipment use and repairs can provide useful
information.
an assessment of the organizational climate:
Organizational analysis also can address the
organizations performance in the softer domains
that constitute the corporate culture.
 Components of training needs
assessment
Task analysis / job needs analysis
The process of collecting information regarding
the job, for use in developing training programs,
is often referred to as task analysis or job needs
analysis.
Task analysis explains what must be done to
perform a job or complete a process successfully.
Task analysis means detailed examination of a
job role to find out what are the
knowledge, skill, attitude, motives, values and self
concept needed in people for superior or effective
performance.
 Components of training needs
assessment
There are four steps involved in task
analysis:
Develop a list of task statements
Develop list of task clusters
Develop a list of KSAs (Knowledge, skills
and attitude)
Assess the importance of tasks
 Components of training needs
assessment
Person needs analysis
A person needs analysis identifies gaps between
a persons current capabilities and those
identified as necessary or desirable.
Person needs analysis can be either broad or
narrow in scope.
The broader approach compares actual performance
with the minimum acceptable standards of
performance.
The narrower approach compares an evaluation of
employee proficiency on each required skill dimension
with the proficiency level required for each skill.
 Components of training needs
assessment
Person needs analysis
Whether the focus is on performance of
the job as a whole or on particular
aspects of the job, several approaches
can be used to identify the training
needs of Measures
Output individuals:
Six components analysis of
needs
The six component approach is given
below:
Context analysis
Participants analysis
Work analysis
Content analysis
Suitability analysis
Cost-benefit analysis
 Six components analysis of
needs
Context analysis
This involves an analysis of the business
context or reasons for which the training is
desired. The important questions being
answered by this analysis are:
Why a training program is seen as the
recommended solution to a business problem?
What has been the history of the organization with
regard to employee learning interventions?
What are the contextual factors at learning and at
practice which hinder or enable practice of the
learned competency?
 Six components analysis of
needs
Participant training
Participant training needs analysis is a critical
step in training needs analysis. It is the analysis
dealing with potential learners and instructors
involved in the process. The important
questions being answered by this analysis are:
Who will receive the training and their level of
existing knowledge in the subject?
What is their learning style?
Who will conduct the training and their expertise to
do so?
 Six components analysis of
needs
Work analysis
It is an analysis of the tasks being performed. It
involves examining activities, tasks, and roles of the
job and the competency requirements for effective
performance. Work analysis helps in ensuring that a
given training method and context are aligned with
the relevant job role. Work analysis seeks answers
for the below questions:
What is the job under review and what are the main
duties?
What are the high-level skills required?
To what standards are people expected to do the job?
Are they currently meeting these standards?
 Six components analysis of
needs
Content analysis
This involves analysis of documents, manuals, laws
or procedures used on the job. It answers the
questions about what knowledge or information is
used for the successful performance of the job. A
content training needs analysis seeks answers for
the below questions:
Are there essential building blocks one needs to learn in
order to do this job?
Are these building blocks of knowledge laid out in
manuals or other documentation?
In what order and how are these building blocks normally
taught?
 Six components analysis of
needs
Suitability analysis
This is the analysis of whether training is the
desired solution. Training is one of the several
solutions to performance problems. However,
it may not always be the best solution. It is
important therefore to determine if training is
the right solution for a particular
organizational problem. Suitability analysis
considers the following essential question:
Is non-performance due to a lack of knowledge
and skills or are there other reasons?
 Six components analysis of
needs
Cost-benefit analysis
It is the analysis of the return on investment (ROI) of
training. Effective training should result in a return of
value to the organization that is greater than the
initial investment to produce or administer the
training. Cost-benefit training needs analysis tries to
find answers to the below questions:
Is it worth the effort to undertake the proposed training?
What will be the return on investment of the proposed
training?
Are there any cost-benefit benchmarks for the proposed
training?
 Process of training needs
analysis

A training needs analysis (TNA) is the process of identifying the

areas where both individuals and groups in an organization would
benefit from training in order to become more effective at achieving
their own objectives and the objectives of the organization.
Process of training needs
analysis
Data collection methods for training
needs analysis (TNA)
A Training Needs Analysis (TNA)
involves collecting information
relevant to training from the
concerned organization or
department.
The aim is to have clear evidence on
which to base the findings and
conclusions.
Data collection methods for training
needs analysis (TNA)
Typical methods include
reviewing existing documents
individual interview,
work diaries,
observation and listening,
self-assessment,
critical incident analysis,
questionnaires and
analyzing job descriptions.