Training_Need_Analysis.pptx
- 1. Training Need Analysis UNIT 3 NITI GUPTA ASSISTANT PROFESSOR MIMT
- 2. What is Training Need Assessment OR Analysis ? It is a systematic process for determining and addressing needs, or "gaps" between current conditions and desired conditions or "wants
- 3. MORE ABOUT TRAINING NEED ANALYSIS Part of planning processes Used for improvement in individuals It can refine and improve a product such as a training or service a client receives It can be an effective tool to clarify problems and identify appropriate interventions or solutions Can help improve the quality of policy or program decisions
- 4. IN a NUTSHELL TNA Increases the relevance and effectiveness of the training programme
- 5. WHY a NEED ASSESSMENT ? It provides a benchmark (pre measure)of the skills trainees possess prior to the training TNA focuses on those KSA’s, the trainers really need
- 6. WHEN to conduct TRAINING NEED TNA is conducted when a triggering event occurs ( when one or more key decision makers suggest that the performance problem exists and it needs to be corrected )
- 7. When the TNA is Not Required ? When an organization is trying to convey a new corporate message or instil a new culture (attitude change) When team building skills are needed for new teams
- 8. APPROACHES to TNA PROACTIVE TNA Focuses on anticipated performance problem in the future Proactive TNA is strategic and carefully planned without a definite problem as the focus. It is used to deliver new techniques or processes to employees, as well as strengthen existing expectations. Proactive TNA happens when the weaknesses of a work force are unknown and it helps indicate where help is needed
- 9. APPROACHES to TNA REACTIVE TNA (Focuses on perceived performance problem in the present) Happens when a specific problem is pinpointed. For instance, if a worker's performance problem is evident, reactive TNA is used to correct that specific issue. It occurs when a problem is already obvious, creating the need for specialized training to correct the specific problem.
- 11. Organizational Analysis This can be triggered as a result of new strategic plan (proactive) or as a result of some identified performance discrepancy (Reactive) An organizational Analysis Should be able to provide information on Mission & Strategies Resource Allocation Factors in the internal Environment (Structure , Design etc.)
- 12. Operational Analysis This can be triggered when a discrepancy (Reactive) is identified It determines exactly what is required of employees in order for them to be effective An organizational Analysis Should be able to provide information on What KSA’s are required What kind of task environment will be able to meet the expectations.
- 13. Person Analysis This is basically identifying those incumbents who are not meeting the performance requirements Expected Performance – Actual Performance = Performance Discrepancy Sources to obtain person analysis Performance Appraisal (Supervisor rating Self rating, 360 degree) Performance Data Proficiency Tests (Cognitive Tests, Behavioural Tests, Surveys)
- 14. OUTCOMES of TNA One can determine what is the discrepancy Secondly what are the causes or reasons of the discrepancy
- 15. “ ” THANK YOU