Assessing Training Needs

1
 What is training?

Acquisition or development of knowledge, skills,

techniques, attitudes and experiences which enable
an individual to perform better

2
 What is training?

To prepare an individual to carry out

his/her present job satisfactorily or to
prepare him/her for greater
responsibility

3
Objectives of training

increasing
•Knowledge
•Skills
•Attitudes

4
Contents and Structure of Managerial Competence

•Knowledge
•Traits and Attitudes
•Skills
•Experience
• Managerial Behaviour

5
 Expressive Traits
Physical traits
Movement traits
Perceptual traits
Human Style Traits
Traits Age Traits
Gender Traits

Intellectual
Verbal Comprehension
Performance Traits Numerical Ability
Intellectual Traits Logical Reasoning
Non Intellectual Traits Visual Memory
Physical Performance Traits
Special Aptitudes and Abilities

Non Intellectual
Interest
Character
Temperament

Paramjit
 Why need analysis ?

To keep pace with the change

To be best and faster
To ensure solution addresses the issue
To focus resources toward a training solution
To reduce job turnover

7
 TNA- Meaning

Training need analysis means measuring the gaps

between abilities available and abilities required
for employees and making recommendations to
bridge the gaps

8
Need Analysis--procedure

Collecting Information

Analyzing Information

Summarizing the Information

Checking the information

9
Need Analysis--procedure

Collecting Information

•What is desired or needed ?

•What is actual situation ?
•Study documents and interview people
•Job Descriptions

10
Need Analysis--procedure

Analyse Information

1 List all Needs

2 What actually exists
3 What is the Gap
4 What are Training Needs
5 Prioritize the training needs
6 Summarize training need priorities

11
 Need Analysis-- worksheet

What is Desired ? What actually Gaps in Training Priority

Exists ? 2 1 and 2 Required 1..2…3…4…
1

6Summarize Training Priorities

12
Need Analysis--procedure

Summarize the Information

•Prepare summary of findings

•Review the information
•Prioritize the training needs

13
Need Analysis--procedure

Check the information

Check information with experts

Check information with Individuals
Check different perceptions
Make changes if required

14
The bigger picture,

Organisational performance

Employee performance

Employee Skills, Knowledge

and Attitudes

Employee education,
experience and training

15
 Exercise

Presume you are selected as a HR manager

1Write your Job Description and Specification

2Identify Job Gaps
3Assess Training needs
4Suggest Suitable training Programmes for yourself

16
 Training

Training helps to
Existing Required
bridge the gap
• Skills • Skills
• Knowledge • Knowledge
• Attitudes • Attitudes

17
 Training Need Analysis (TNA)

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

18
 TNA (Step 1): Future performance

What are the goals for the future performance of

our organisation?
• profit
• growth
• customer base
• new products

Existing Future
performance performance

19
 TNA (Step 2): Challenges

What are we concerned about?

What’re the challenges today?

What challenges we are likely to

face in the future?

Existing Future
challenges challenges

20
 TNA (Step 3): Employee performance

In what way our employees should start performing differently

to help us meet the challenges and take us to the goals?

Existing Future
performance Performance

21
 TNA (Step 4): New Skills, knowledge and Attitudes

In order for our employees to perform differently, what kind

of new Skills, Knowledge and Attitudes they need to have?

Existing Required
•Skills • Skills
•Knowledge • Knowledge
•Attitudes • Attitudes

22
 TNA (Step 5): Training needs

Now that we know what kind of new Skills, knowledge and

Attitudes are required for our employees, how can we bridge the
gap?

Existing Required
•Skills • Skills
•Knowledge • Knowledge
•Attitudes • Attitudes

23
TNA in essence…

1 organizational goals and challenges Start

with future
Assess required employee performance to
2 meet the goals and challenges

3 Assess required employee Skills, Knowledge

and Attitudes to deliver the performance

4 Identify employee training needs to bridge

the gaps

24
 General Model for Diagnosing Needs
CC

PS=CC PS PS PS PS
PS Nta
TN
Tn
pg Nta TN
Nta Pg Nta
PC PC==CC
PC PC PC PC PC

X A B C D E
25
PS-desired level PC-present level CC- Current Competence
 Non-training Activities

Organizational Structure
Organizational Processes
Organizational Culture
Organizational Vision, Mission
Group Behaviour
Individual Differences

26
Physique

Skills

Individuals

Temperaments

Job
Knowledge
 Age
Gender
Causes of Physical Development
individual Hereditary
Differences Environment
Culture
Nationality

Paramjit
 Levels of Needs

Individual Global
Level Level

Group & Regional

Organization Country
Team Level
level Level
Level

29
 Present & Needs

Future Needs

•Long term
•New Situations
•Technology
Present Needs

•Short term
•Current
•Corrective Measures

30
 Present & Needs

Quantitative Needs

•No, of Managers
•No. to be trained
•No.to be replaced
•Vol of Training Activities
Qualitative Needs •Resources Require

•Performance Levels
•Change in Attitude

31
 Techniques of Assessing Individual Needs— Job Analysis

Tests and Mgt by Objectives

Examinations
Action Learning
Questionnaire
Performance Appraisal
Interviewing
Self-assessment
Observation
Career Planning
Critical Incidents
Assessment Centers
Diary Methods
32
Techniques of Assessing Group Needs

Meetings of Management Teams

Group Meetings & Discussions
Syndicates
Nominal Group Techniques
Group Projects
Group Creativity techniques
Simulation Training Methods
Sociograms
Behaviour Modeling & Analysis

33
 Nominal Group Technique

•Trigger Question ?
•Ideas Generation
•Consolidation of the ideas
•Prioritization for implementation
 Trigger Questions

• How to increase public awareness of H1N1 ?

•
Techniques of Assessing Organizational Needs

Analysis of Records and Reports

Future trends and opportunities Analysis
Interfirm Comparison
Management Diagonstic Surveys
Management Development Audits
Attitude Surveys
Management Climate Surveys
Organization Development
Structured Performance improvement
Programmes

36
 Model of Result oriented Needs Assessment

Performance
Standard

Training
Needs &
Comparison
Solutions

Determining Separating
Spotting Areas of Recognising Job Performance Performance Training from
Organizational Problems Performance Appraisal Improvement Non Training
Problems Anlaysis
Problems Needs Solutions

Non-
Training
Needs &
Solutions
Information for
Developing
Training &
Non- Training
Programmes

37
 Global Model of the Management Development Cycle

Needs Objective Programme

Assessment Setting Design
1 2 3

Evaluation & Programme

Follow Up Implementation
5 4

38
?

39
 Exercise

1 identify jobs in your organisation

2 Write their Job Descriptions
3 Write their Job Specification
4 Assess the Training and Non Training Needs
5 Recommend a suitable Training Programme.

40