TRAINING NEEDS ANALYSIS

TRAINING NEEDS ANALYSIS

1. Definiton

   • A process by which organisation's Human Resource needs are identified and articulated

2. Importance

   • Determine if training isthe appropriate solution
   • Ensures training program is targeting the correct competencies, employees and is addressing the business needs

3. Purpose

   • Identify organisation's goals and effectiveness in reaching goals
   • Identify gaps between employee's current skill set and skill required for effective job performance
   • To design an appropriate training program to bridge the gap between the present productivity of organization and desired output

4. Process

   • Step 1: Performance gap analysis
     • Step 2: Root cause analysis
       • Step 3: Needs analysis
         • Step 4 : Recommendation

5. Level of needs analysis

   • 1. Organisational: Process to review organization's strategic and operational plans to define a measurable outcome for training
     • Methods
       • Organization goals and objectivies
       • Human resource manpower inventory
   • 2. Operational: Systematic collection of data used to determine the skills employees need to achieve the desired level of work proficiency
     • Methods
       • Job analysis
       • Perform the job
       • Performance standards
   • 3. Individual: Directed at determining the training needs of each individual and focusing how well the employee performs the task
     • Methods
       • Interviews
       • Direct observation

6. Pros and Cons

   • Pros
     • Improve work productivity
     • Improve quality of service and customer retention
   • Cons
     • Time consuming
     • Employees hesitate to provide honest responses

7. TNA integrate with organization's strategy

   • Using techniques such as SWOT, organizational scanning, and balanced scorecard.