08/09/2021 Training and Development/ DR Shweta Chandra/ Mba/Mhm Vii

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training and development/ Dr Shweta Chandra/

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MBA/MHM VII
• Today, organizations’ success mantra is collaboration of right
blend of competencies for the right job at the right time.
• Training is essential and important management tool used by
organizations which equips management to develop the
effectiveness of people in the organization. Training is the
meticulous methodical process of changing the behavior of
people or associates to increasing organizational goal
achievement.
training and development/ Dr Shweta

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Chandra/ MBA/MHM VII
• The purpose of training is to mould the behaviour of
people so that they can do their jobs in a better
manner whereas purpose of development is the
growth of an individual in all respects.
• Training and development is the function that aims at
ameliorating the performance of the organization by
bettering the performance of its individuals and
groups
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The training practices depends on
• Learning Objectives
• Business Objectives
• Method of conducting training
• Training Implementation
• Kind of Industry
• Training Infrastructure
• Economic Condition
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Nature and Importance
• In training need analysis the cause of failure or non
performance are examined so as to see whether
inadequate or inappropriate training was one of the
reasons
• Need 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 need of its employees are
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What is Training Need Assessment
Training need assessment or TNA is the method of determining if a training need exists
and if it does what training is required to fill the gap
TNA seeks to identify accurately the levels of the present situation in the target survey,
interview , observation, secondary data or workshop
The gap between the present status and desired status may indicate problems that in
turn can translate in method of determining if a training need exists and if it does what
training is required to fill the gap to a training need
Training needs = Desired capability – current capability of participants

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Why training Need assessment
A TNA provides information on the training and skill development
requirements of all members of an organization
It is one of the key steps in preparing a training plan and provides
information that forms the base of the training
Identifies the gap between current and required levels of knowledge , skills
and attitude
Identify the general content of training
Forms the foundation of training
Provides a base line for the evaluation of training plan

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WHAT DOES TNA TELL??

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LEVELS OF TNA
• MACRO
• Aligned with strategic goals at organizational,
occupational and individual levels
• MICRO
• Triggered by performance, problem or change
• Assessment of problem and identifying if training is
the solution
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Planning is the first step of the training management
cycle
It has two main steps
• Training need Assessment (TNA)
• Training Planning

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• Five Steps: The processes of Training Needs
Assessment can be divided into five steps:
• i) identify problem and needs;
• ii) determine design of needs assessment;
• iii) collect data;
• iv) analyze data;
• v) provide feedback.
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The ADDIE FIVE STEP TRAINING PROCESS

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Different training needs
• Democratic needs
• Diagnostic needs
• Analytical needs
• Compliance needs

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Democratic needs
Democratic needs – here options that are preferred, selected or

voted by employees or managers are selected
Programs that address such needs are widely accepted
Therefore democratic needs are used to build support for training
programs

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Diagnostic needs
Focus on factors that lead to effective performance and

prevent performance Problems
These are identified by studying the different factors that
may effect performance
The ultimate goal of such training is to determine how
effective performance can be obtained

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Analytical needs
These types of training are used to identify new and

better ways to perform task
These are generally discovered by institutions insight
or expert consideration

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Compliance needs
• These are mandated by law

• This category of needs most often deals with
mandated training programs such as safety
• Training, prevention of sexual harassment, training of
implementation of reservation
• policy, etc

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Six components of need analysis

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Six components of TNA
• Context analysis - analysis of the business context or
reasons for which the training is required
• Participant analysis – who will receive the training, what
is their knowledge level, learning style and who will
conduct the training
• Work Analysis – it includes tasks , roles of job and the
competency required for effective performance it helps
to align the training with the relevant jobs.
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• Content Analysis –it involves the analysis of
documents, manuals, laws or procedures used on the
job. It specifies the essential building blocks one needs
to learn in order to do the job
• Suitability Analysis –whether the training is the correct
desired solution . Training may be one of the several
solutions to performance problems so it is important
to determine if training is the right solution
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• Cost benefit analysis effective training should result
in a return of value to the organization that is greater
that the initial investment
• Is it worth the effort to undertake the proposed
training.
• What would be the return on investment of the
proposed training.
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Data collection methods for the TNA

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OBSERVATION
• Observation can be technical, functional or behavioral;
generating real-life data and can produce qualitative
and quantitative results.
• Information systems of the organization and online log
and messaging tools too are very helpful in analyzing
the training needs. Interaction with customers is
recorded with the help of CRM solutions and analyzed
for performance gaps and training needs.
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INTERVIEW
• Interviews can be formal or casual, structured or
unstructured. They can be used with a representative
sample or whole group. Interviews can be conducted
in person, by phone, at the work site, or away from it.
• Interviews uncover attitudes, causes of problems,
and possible solutions and gather feedback. The yield
of data is rich.
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• The times, today, when interviews are being held in virtual
environment where the interviews are conducted through web based
videos in an automated fashion. It allows interviewers to interview
people who traditionally would not have been able to make an
interview for their busy schedule at a certain time and place.
• There are many types of online interviews that could be used for
training need analysis. Sometimes, rather than interviewing through
web-cam, the need analyst emails list of interview questions and ask
the interviewee to film yourself answering them.

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QUESTIONNAIRE/SURVEY
• The questionnaires are distributed in-person or by
post. They are filled in group or individually; and
submit it to the assessor.
• The questionnaires are coded and analyzed at some
later point of time, in batch.

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• In present times the questionnaires are sent online
and the analysis is done in real time.
• At any point of time, a ready information is available.
• There are many service providers who provide
interactive platform to design, send, store data, and
provide analytics.

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GAP ANALYSIS
• Gap analysis is a variance is established between
current capabilities and business requirements
• The gap analysis will help the experienced person
select the modules he or she needs to attend and it
can shed light on why the person’s manager
suggested he or she seek training.

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PERFORMANCE ANALYSIS
• Performance appraisal in TNA as, a popular method
of training need analysis is identification through the
simple expedient of asking the executives about it
while they are doing performance appraisal of their
subordinates.

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• Performance appraisal software are available to rate
employees on several performance dimensions like
dependability, initiative, communication, decision
making, leadership, judgment, planning and
productivity and many more with varying importance
according to the nature of business.

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FOCUS GROUP
• Focus group can help identify the types of training
necessary for employees and the required conditions
for providing efficient and effective training from an
internal training

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• Confidentiality is extremely in focus group interview
and people when come in contact tend to know each
other putting forth the vulnerability.
• The inconvenience of gathering the group at one
physical location, handling their emotions and other
and keeping them on track, in offline mode, was very
intensive activity that was not possible to be fully
recorded with anonymity.
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Competency Mapping and Assessment Centers
• Assessment centers are used for performing

competency mapping. Putting the person actually on
the job is the best way to assess the potential but
this is not practicable as it involves lots of risk and
huge number of assesses.

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• Tools used in assessment centers for competency assessment
are like psychometric test, interviews, leaderless group
discussion, in-basket technique, management games, role
playing, and presentation etc.”
• Conventional competency mapping is conducted through the
process of identifying key competencies for an organization or
a job and integrating those competencies throughout the
various processes like job evaluation, training, recruitment of
the organization.
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Advisory Committee
• To identify and address training needs, an advisory

committee reviews the firm’s strategy and business
plan and then conducts a need analysis among
employees.

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Critical Incidents
• This technique is carried out in a way as to facilitate

their potential
• usefulness in solving practical problems.
• critical incidents are sorted into dimensions (based
on the job description) and
• separated into examples of good and poor
performance
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test
• tests can be particularly useful in determining whether
the business need is caused by a specific missing
knowledge or skill competency.”
• Tests are oriented to test employees’ understanding. They
can be conducted in a monitored setting or “take home.”
Easily quantifiable, comparable and helpful in terms of
knowledge, skills and attitude. Skill and knowledge tests
are conducted to assess the training need.
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Problem Solving Conference
• A problem-solving conference is a technique for

addressing a specific problem
• The problem solving conference involves several
steps like preparation, finding the reasons why
problem must be solved, finding the cause of the
problem, finding possible solutions, finding the best
solution, and implementing the solution.
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Recommendation of Senior
• The senior manager or the supervisor, if observes or

encounters some lacuna in the performance of an
incumbent, recommends him to training department for
the particular functional, behavioral or attitudinal training.
• Today with organizational information systems, managers
make recommendations online from different locations of
the globe and the training arrangements are made faster
than ever before.
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Review of Documents on Existing Training
• These documents include organizational charts, planning documents,

policy manuals, audits, and budget reports, various employee records,
performance appraisals, meeting minutes, program reports, and
memos. These documents provide clues to trouble spots. They are
available as objective evidence to promote training needs; and they
can easily be collected and compiled.
• With e-document and e-file management, it is easy and simple to find
and analyze these documents from multiple perspectives. They are
more current as compared to their paper forms.
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The result of TNA
It clearly establishes the following –
Who needs training
What training is needed
Sometimes the training is not the solution and performance gaps can be
reduced by
Other management solution like communication of expectations,
providing supportive work,Environment and removing obstacles help
to improve the performance.

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• Thank you

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08/09/2021 Training and Development/ DR Shweta Chandra/ Mba/Mhm Vii

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MBA/

training and development/ Dr Shweta Chandra/

training and development/ Dr Shweta

Training needs = Desired capability – current capability of participants

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

Democratic needs – here options that are preferred, selected or

training and development/ Dr Shweta

Focus on factors that lead to effective performance and

training and development/ Dr Shweta

These types of training are used to identify new and

training and development/ Dr Shweta

• These are mandated by law

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

training and development/ Dr Shweta

• Assessment centers are used for performing

training and development/ Dr Shweta

• To identify and address training needs, an advisory

training and development/ Dr Shweta

• This technique is carried out in a way as to facilitate

• A problem-solving conference is a technique for

• The senior manager or the supervisor, if observes or

• These documents include organizational charts, planning documents,

training and development/ Dr Shweta

training and development/ Dr Shweta

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