“Employee Training

STAGE -1”
TRAINING OBJECTIVES
•Contributing strategic planning solutions and

solidifying the organization’s mission

• Increasing the organization’s effectiveness and

efficiency (performance, quality, versatility, health

and safety, etc.)

• Increasing employee knowledge and skills at

every level of the organization

•Validating the potential of individuals in their adaptation to the work at hand

in the presence of technological and career changes.

 Training Need Analysis (TNA)
Assessment of the training requirements of a target group in terms of number
of trainees , their educational and professional  background, their present
level of competence, and the desired behaviour or skill level acquired at
the completion of training.

TNA is a tool to
Existing identify the gap Required
• Skills • Skills
• Knowledge • Knowledge
• Attitudes • Attitudes

Copyright 2006 by Atul Mathur

Stage one: Training Needs Analysis

There are four types of training need analysis :

 Organizational need Analysis
 Departmental Analysis
 Job /Role Analysis
 Employee Analysis.
Organizational Needs Analysis
 Attaining the objectives of the business should be the ultimate concern of
any training and development effort.

This includes:
 Define Organization’s Short Term
 Goals/Objectives
 Define Organization’s Long Term Goals/Objectives
 Human Resource Analysis
 Efficiency Indexes Assessment
 Assessment of the organizational climate
 The organizational needs analysis should translate the organization's
objectives into an accurate estimate of the demand for human
resources.
Efficiency indexes including
 cost of labour
 Quantity and Quality of output (productivity)
 Accidents
 Excessive scrap
 Frequent breakage of machinery
 Excessive labor turnover
 Market share
 Production schedule
 Raw materials
Department Analysis

• Special Problems of the department

• Common problems of a group of employees

like acquiring skills and knowledge in

operating computer by accounting personnel.

Job Needs Analysis
 The specific content of present or anticipated jobs
is examined through job analysis.

For existing jobs,

 Information on the tasks to be performed
(contained in job descriptions)
 The skills necessary to perform those tasks
(drawn from job qualifications)
 The minimum acceptable standards (obtained
from performance appraisals) are gathered.

This information can then be used to ensure that

training programs are job specific and useful.

The process of collecting information for use in developing training programs

is often referred to as job needs analysis.
 Employee Analysis

Employee needs analysis can be either broad or narrow in scope.

 The broader approach compares actual performance with the minimum

acceptable standards of performance.

 It is based on the actual, current job performance of an employee; therefore, it

can be used to determine training needs for the current job.

 The narrower approach compares an evaluation of employee proficiency

on each required skill dimension with the proficiency level required for
each skill.

 It can be used to identify development needs for future jobs.

Methods of Training

 Conference(Group)  Organizational
requirements /weakness
 Lecture
 Departmental requirements/
 Seminar weakness
 Demonstration  Job specification and
employee specification
 Panel
 Anticipating future needs
 Role Playing
 Management request
 Self-Discovery
 Observation
 Movies/Videos/Computer
based Trainings  Interviews
 On-the-job training  Survey (Case Studies)
 Mentoring  Test or examinations
 Performance Appraisal
Training Programs in Retail/FMCG Sector

 Some of the training programs that are given in the retail

sector are:
 Sales Training
 On-the-Job Training
 Seminars/Workshops
 Customer Relationship Management
 Online Course
 Group Study
 Computer-Based Training
 Self-Directed Training
 Training in Banking and Insurance Sector
 

 Today most of the Indian cities have networked banking facility as well as
Internet banking facility. Some of the major players in the banking sector
are State Bank of India, HDFC Bank, Citibank, ICICI Bank, Punjab
National Bank, etc.
  
Earlier there were no training programs as such for insurance agents but
on-the-job training only that was given once the new agent was appointed.

 But now the scenario has been changed, with the coming up of big players
like ICICI Life Insurance, ICICI Lombard, HDFC Life Insurance, Tata AIG
General Insurance,
Training and Development in Telecom Sector

 Telecom is one of the fastest growing sectors in India with a

growth of 21% and revenue of Rs 86,720 crore in the year
2006. major players like BSNL, MTNL, Hutchison Essar, BPL,
Idea, Bharti Tele services, Tata, etc
 BSNL alone spends more than 100 crore on training and
development of its employees through the Advanced Level
Telecommunications Training Centre (ALTTC) and 43 other
regional training institutes.
 Reliance has also established Dhirubhai Ambani Institute of
Information and Communication Technology. In addition to
that, Bharti has also tied-up with IIT Delhi for the Bharti
School of Telecommunication Technology and Management.