Training Needs Analysis

Training Needs Analysis

1. DEFINITION

   • TNA is a process by which an organisation's HRD needs are identified and articulated.

2. PURPOSE

   • Identify Org's goals & effectiveness in reaching the goals
   • Identify gaps between current skills and the skills needed to perform the job successfully in the future
   • Identify the condition under which HRD activity will occur
   • Identify gaps between em's skills and the skills required for effective current job performance

3. IMPORTANCE

   • Determine if training is the appropriate solution
     • Ensures training is targeting the correct competencies, the correct employees and is addressing the business need.

4. LEVEL OF NEEDS ANALYSIS

   • 2. TASK: A systematic collection of data about a specific job used to determine what em should be taught to achieve optimal performance
     • Process
       • Step 5: Prioritize areas that can benefit from trng
       • Step 4: Identify areas that can benefit from trng
       • Step 3: Describe KSAO's needed to perform the job
       • Step 2: Identify the task
       • Step 1: Develop an overall JD
     • Methods
       • JD
         • Outlines the job in terms of duties & responsibility; helps define gaps in performance
       • JS
         • List specified tasks required for each job, more specific than JD
       • Performance Standards
         • Objectives of the task of the job and standards by which they are judged.
       • Perform the Job
         • Most effective way of determining specific tasks
   • 3. PERSON: Directed at determining the training needs of individual em. Focus is on how well each em is performing key job tasks.
     • Components
       • Summary Person Analysis
         • Involves determining the overall success of individual em performance.
       • Diagnostic Person Analysis
         • Determining the reason for an em's performance
     • Methods
       • Interviews
       • Questionnaires
       • Performance Appraisals
       • Attitude Surveys
         • Useful in determining morale, motivation, or satisfaction of each em.
       • Observation work sampling
   • 1. ORGANIZATION: A process used to better understand the characteristics of an Org to determine where training and HRD efforts are needed and the conditions under which they should be conducted
     • Components
       • Org Goals
         • Areas where goals are not being met should be examined further and targeted for HRD
       • Org Resources
         • E.g. Trainings can be held in Classroom/Conference room facilities within Org.
       • Org Culture & Climate
         • If climate is conducive to HRD, designing and implementing a program will be easier.
       • Env Constraints
         • Legal, Social, Political, and Economic issues faced by Org.
     • Methods
       • Org Goals & Objectivies
         • Provide normative standards of both direction & expected impact
       • HR manpower inventory
         • Provides an impt demographic database regarding possible scope of training needs
       • Skills Inventory
         • Provides an estimate of the magnitude of the specific needs for HRD
       • Org Climate Indexes
         • E.g. Grievances, Turnover, Attitude Survey etc.
           • These "quality of working life" indicators at Org level may help focus on problems that have HRD