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PRESENTATIONON

TRAINING NEED ANALYSIS

Presented By:

AJAY KUMAR

VISHAL K SHARMA

3rd Semester MBA

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Introduction

Training can be described as the acquisition of skills, concepts or attitudes thatresult in improved performance within the job environment. Training analysislooks at each aspect of an operational domain so that the initial skills,

concepts and attitudes of the human elements of a system can be effectivelyidentified and appropriate training can be specified.

It includes:

Review of current training

Task analysis (of new or modified system)

Identification of training gap

Statement of training requirement

Assessment of training options

Cost benefit analysis of training options

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Types of Needs Analyses

Context Analysis

User Analysis

Work analysis Content Analysis

Training Suitability Analysis

Cost-Benefit Analysis

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Training Needs Analysis

Purpose

Why do people need the training?

What skills need imparting?

Who needs the training?

When will they need the new skills?

Where may the training be conducted?and

How may the new skills be imparted?

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Levels of TNA

Organizational Level

Individual Level

Operational Level

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TECHNIQUES

Direct observation

Questionnaires

Consultation with persons in keypositions, and/or with specificknowledge

Review of relevant literature

Interviews

Focus groups

Tests

Records & report studies

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Checklist for Training Needs

Analysis

It is helpful to have an organizedmethod for choosing the right test foryour needs. A checklist can help youin this process.

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Who Conducts Needs Analysis &W

hy?1.Performance problems

2. Anticipated introduction of new

system, task or technology

3. A desire by the organization to

benefit from a perceived opportunity

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Methods of Identifying Training

Needs

1. New hires

2. Veteran employees

3. Trainees currently in thetraining pipeline ( currently inthe training program).

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Techniques for Determining

Specific Training Needs Observation

Interviews

Questionnaires

Job Descriptions

TheD

ifficulty Analysis

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Cont. Problem Solving Conference

Appraisal Reviews

Drive Pattern Identity

Analysis ofOrganizational Policy

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EXAM

PLE We would like to better understand your

continuing education needs. Please take afew minutes to complete this on-line

training needs survey. Your responses willbe sent online to an external consultanthired by the Human Resources department.Thank you for your valuable input. If you

have any concerns or questions about thissurvey, please contact [Name] at [Phone].

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What areas listed below would you like to see additional trainingprograms? (Select your top three)

Supervisor/MgrSkillsWorkplace

TechnologyHiring andRecruitmentSexual HarassmentRewards andRecognitionAffirmative ActionStressManagement

Presentation Skills

Hiring & Firing ProceduresStrategicPlanning/Organizational

SkillsConflict ManagementWork Life IssuesCustomer ServicePerformance ManagementGrievance/Union Procedures

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*DesktopPublishing*Word Processing

Data File*Management*Spreadsheets*Internet*E

mail

Creating and Publishing WebDocumentsOperating Win XP

Operating Win NTOperating Mac O/SSQLScripting

What technology areas interest you?

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Please select the most convenienttime for you to attend training

programs

1.8:00am10:00am10:00am -12:00pm

1:00pm3:00pm3:00pm -5:00pm

MrgLunchAftern-oon

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Please select the most desirable day

for you to attend training programs

Monday

Tuesday

Wednessday

Thursday

Friday

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Which method of training doyou feel would be most

effective

Not VeryEffective

SomewhatEffective Very Effective

Classroom

Video

Internet

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How important are the following trainingtopics

1 2 3 4 5

Grievance Procedure

Employee PerformanceManagement

Customer Service Skills

Workplace Ethics

Conflict Management

StrategicPlanning/OrganizationalSkills

Hiring & Firing Procedures

Presentation Skills

Stress Management

Cultural Diversity

Compensation & Benefits

Sexual Harassment

Recruitment & Retention

Workplace Violence

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Please provide anysuggestions onhow we can

better supportindividual andorganizationalsuccess

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Conclusion

Training can be described as theacquisition of skills, concepts or attitudesthat result in improved performance within

the job environment. Training analysislooks at each aspect of an operationaldomain so that the initial skills, conceptsand attitudes of the human elements of a

system can be effectively identified andappropriate training can be specified.

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