PRESENTATION BY

SYNDICATE 3
SYNDICATE MEMBERS
Lt Cdr Mayank Sandhir
Lt Cdr Nupur Bansal
Lt Cdr Kritika Prakash
Lt Ernest Ofori
Asst Commandant Maneesh K. Singh
SCOPE
Definition
Aim
Need for TNA
Process
Classification of Training Needs
ADDIE Model
Framework of TNA
Techniques
Case Study
 DEFINITION
 Identification of Training Need

 Establishing the type of

training required Expected
Actual
Collection of Data for Analysis
Qualitative
Quantitative
 AIM
 Support Career Progression
Succession Planning
 Increased Efficiency
 Achievement of Goals
 Delivery of Results
 Transition Adopting Change
 Filling Gaps
 NEED FOR TNA GAP ANALYSIS

Complaints from Staff

Poor Quality Work
Frequent Errors
Large Staff Turnover
Defaulting Deadlines
Conflicts Amongst Staff
New Equipment Systems
PROCESS
ADDIE MODEL
CLASSIFICATION OF TRAINING NEEDS
Democratic Needs

• Programs selected, preferred and voted by employees/managers/both.

Diagnostic Needs

• Focus on factors that lead to effective performance/ identified by studying different factors.

Analytical Needs

• Identification of new and better ways to perform task by intuition/insight.

Compliance Needs

• These training modules include mandatory training programs like fire fighting, first aid,
six sigma.
CLASSIFICATION OF TRAINING NEEDS
Normative Needs

• Need compared to a standard.

Felt Needs

• Why individuals think they want to learn.

Expressed/Demanded Needs

• Based on demand and supply gaps of knowledge and skill.

Anticipated Future Needs

• Based on projected future needs.

FRAMEWORK OF TNA
COMMON TNA TECHNIQUES
Observation
Questionnaires
Interviews
Focus Groups
Documentation
TRAINING NEED ANALYSIS
DISCUSSION