Training Need Assesment Program
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The document outlines a training needs assessment (TNA) method to identify and address gaps between current and desired employee performance. It details the five steps of TNA: identifying problems, designing the assessment, collecting and analyzing data, and providing feedback. Additionally, it highlights that training may not always be the sole solution to performance issues and emphasizes the importance of understanding organizational contexts and resources.
Training Need Assesment Program
- 2. Training employees In/out the Field Training Provisional Workshops Seminars Distance Learning Offering More than 200 Professional Certificates Business Consultant Research Development ICT solutions
- 4. What is Training Needs Assessment? Why Training Need Assessment? Five Steps of Training Needs Assessment Step 1: Identify Problem and Needs Step 2: Determine Design of Needs Assessment Step 3: Collect Data Step 4: Analyze Data Step 5: Provide Feedback
- 5. Training Needs Assessment” (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 surveys, interview, observation, secondary data and/or workshop. The gap between the present status and desired status may indicate problems that in turn can be translated into a training need.
- 6. Training Management Cycle Step 1 Planning Step 2 Implementation Step 3 Evaluation
- 7. Required Performance or Desired Behavior Actual Performance or Behavior NEED S/S GAP
- 8. Planning is the first step of the training management cycle. At the planning stage, the steps are divided into two: i) Training Needs Assessment (TNA) and ii) Training Planning. This manual takes up TNA. Training Formula Training can reduce, if not eliminate, the gap, by equipping the participants with knowledge and skills and by encouraging them to build and enhance their capabilities. Training needs = Desired capacity – Current capacity of the participants
- 9. Because training is a means to ensure that organization officials have the knowledge and right skills to be able to do their work effectively and competently. Training may be needed when there is a gap between the desired performance, and the current performance, and the reason for that gap is lack of skill or knowledge. Training may only be able to resolve part of the problem. Thus we need to analyze the problem and find out whether training will be able to resolve it. If training is necessary, we also need to define the objective of the training and how it will help the staff member(s) become more effective. This process is called a Training Needs Assessment shown above or Training Needs Analysis.
- 10. It is important to note that, despite many reasons to conduct training shown above, training may sometimes not be the only solution to a problem. There are many other means that impact on someone’s ability to do their work, and The following are other examples. Lack of skills or knowledge, or experience Not having the right equipment or resource Not being encouraged by managers and colleagues to do the right thing There are no standards or expectations that are set and communicated Bad workplace morale or conditions
- 11. 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; and v) provide feedback. K H Identify problem Determine Design of Needy Analysis Collect Data Data Analysis Provide Feedback Determi ne organiza tional contexts Goals ,policies, and objectiv es Determi ne target groups to be trained, intervie wees method schedul e Conduct intervie w, adminis ter question naire, survey Conduct qualitati ve and quantita tive analysis, draw finding conclusi on and re. Make presenta tion to officials and formulat e policy through your feedbac k
- 12. Thank you for your time and patient