Training Needs Assessment Report by: LGBT

• In reading different articles and books, you will come across the words need assessment and need analysis.

• The terms are interchangeable, but they have the same meaning and purpose, to assess and analyze.

• The primary purpose of the training needs assessment - analysis process is to ensure that there is a need for training and to identify the nature of the content of the training program.

Needs Assessment and Needs

Analysis?

What is TNA ?•The first step in the performance improvement process is the training needs assessment.

Source:  http://www.business.mnsu.edu/mfox/class%20items%20445/Conducting%20a%20Training%20Needs%20Assessment.htm

A need is not a want or desire. It is a gap between "what is" and "what ought to be". The needs assessment serves to identify the gaps, and considers if the problem can be solved by training. The assessment is part of a planning process focusing on identifying and solving performance problems.

What is a TNA?

• The training needs assessment is a critical activity for the training and development function. Whether you are a human resource generalist or a specialist, you should be adept at performing a training needs assessment (Miller, 2002)

Why TNA conducted?•To determine what training is relevant to your employees’ jobs,•To determine what training will improve performance,•To determine if training will make a difference,•To distinguish training needs from organizational problems, and•To link improved job performance with the organization’s goals and bottom line.

Source:  Swist, 2001

Needs Assessment

•There are three levels of needs assessment:–Organizational analysis,–Task analysis– Individual analysis.

Organizational Analysis•Organizational analysis looks at the effectiveness of the organization and determines where training is needed and under what conditions it will be conducted.

Sources including:

Organizational goals and objectives, mission statements, strategic plans.• Staffing inventory, succession planning, long and short term staffing needs.• Skills inventory: both currently available and short and long term needs, organizational climate indices: labor/management relationships, grievances, turnover rates, absenteeism, suggestions, productivity, accidents, short term sickness, observations of employee behavior, attitude surveys, customer complaints.

Organizational Analysis

• Analysis of efficiency indices: costs of labor, costs of materials, quality of products, equipment utilization, production rates, costs of distribution, waste, down time, late deliveries, repairs.

• Changes in equipment, technology or automation.

• Annual report.

• Plans for reorganization or job restructuring.

• Audit exceptions; reward systems.

• Planning systems.

• Delegation and control systems.

• Employee attitudes and satisfaction.

Task Analysis

•Task analysis provides data about a job or a group of jobs and the knowledge, skills, attitudes and abilities needed to achieve optimum performance.–Job description–KSA analysis–Performance standards–Observe the job

Task Analysis

–Perform the job–Job inventory questionnaire–Review Literature about the Job–Ask questions about the job–Analysis of operating problems

Individual Analysis

•Individual analysis analyzes how well the individual employee is doing the job and determines which employees need training and what kind.–Performance evaluation–Performance problems–Observation–Work samples–Interviews–Questionnaires–Attitude Survey–Checklist or training progress charts

The Process of TNA…

The Process of TNA• 1st Step-Identifies a Need• 2nd Step-Determine, as precisely as

possible, present level of performance• 3rd Step-Determine whether the

problem is a training problem• 4th Step-outlining a training program

and approach that will meet your objectives

• 5th-Determine the cost of the program

Deals with the issue that arise from an existing or potential problem or requirement.

Where do you want to be?and what are the goals,

standards, objectives you are seeking to attain?

●1st Step-Identifies a Need

Where are you now?What are your people’s present behavior?

2nd Step-Determine, as precisely as possible, present level of performance

• or whether it is an organizational problem, a systemic problem, or a motivational problem.

3rd Step-Determine whether the problem is a training problem

• If it is a training problem, management must decide how training can be designed to bring the company closer to the achievement of its goals and objectives.

4th Step-outlining a training program and approach that will meet your objectives

• An important part of this fifth step is determining what deficiencies can be corrected in a cost-effective way.

5th-Determine the cost of the program

Rosset A.(1987).Training Needs Assessment.Retrieve March5,2013on (http://www.google.com.ph/books)

MillerJ.A.& Osinski, D.M.(1996).Training Needs Assessment

http://www.indresinc.com/TRAININGNEEDSASSESSMENTPROCESS.pdf.pdf

http://www.indresinc.com/TRAININGNEEDSASSESSMENTPROCESS.pdf.pdf

http://www.ispi.org/pdf/suggestedReading/Miller_Osinski.pdf

References

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