Training Needs Analysis

If you think training is expensive try ignorance!

Lecture 5
Training & Development
 The Training Process
Identify
Identify
the
the
Need
Need
Evaluate
Evaluate Plan
Plan
the the
the the
Training Training
Training Training

Deliver
Deliver
the
the
Training
Training

2
 How can a need to identified?
• Complaints from staff, customers/clients
• Poor quality work
• Frequent errors
• Large staff turnover Indicators
Indicators
of
of aa
• Deadlines not being met
need
need
• Conflict amongst staff
• New equipment systems
3
 Think About It

• Your sales director complains that her

representatives are not making their
monthly quotas. She is convinced they
need more sales training to address
this issue and asks you to design
something by the end of the week.

• What would you do?

 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.
Classification of training needs
 Classification of training needs
• There are different types of training needs.
Focusing only on performance deficiency in
needs analysis is to restrictive.

Democratic Diagnostic
needs needs
Training needs can be classified
into:
Analytical Compliance
needs 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
Components of training needs assessment

Strategic/organizational
analysis

Training needs
assessment
generally Task/job needs analysis
involves three
components:

Person analysis
Components of training needs assessment

• Strategic/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

• 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

• Person needs analysis

– A person needs analysis identifies gaps between a
person’s 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.
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
TNA STEPS
 How to do a TNA - process
1.1.Document
Documentthe
theproblem
problem

77
2.investigate
2. investigatethe
theproblem
problem steps
steps

3.3.Plan
Planthe
theneeds
needsanalysis
analysis

4.4.Select
Selectthe
thetechnique
technique

5.5.Conduct
Conductthe
theanalysis
analysis

6.6.Analyse
Analysethe
thedata
data

7.7.Report
Reportthe
thefindings
findings
20
 Model of Result oriented needs assessment
by
Kubra and Prokopenko, 1989
Spotting organizational problem

Tracing main causes and areas

Recognize individual and group

performance
Job Analysis Performance
standards
Performance Appraisal

Determining Performance
improvement needs

Separating training and non

training solution

training needs and solutions Non training needs and solutions

Information for developing training and non training objectives and programs