31375803 Training Needs Analysis
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Transcript of 31375803 Training Needs Analysis
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TRAINING
NEED ANALYSIS
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The bigger pictureOrganisational performance
Employee performance
Employee Skills, Knowledge and Attitudes
Employee education, experience and training
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Training??
Training helps to
bridge the gapExistingSkills
KnowledgeAttitudes
RequiredSkillsKnowledgeAttitudes
TA is a tool to
identify the gap
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TNA in essenceStart with future organisational goals and challenges
Assess re!uired employee performance to meet the goals and challenges
Assess re!uired employee Skills, Knowledge and Attitudes to deli"er the performance
#dentify employee training needs to bridge the gap
$
%
&
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Needs Assessment DefinitionA needs assessment is the process of
identifying performance reuirements
and the !gap! bet"een "hatperformance is reuired and "hat
present#y e$ists%
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Instructiona# Design &rocessAA()*E +ES#
+E-E(O. #/.(E/ET
E-A(0ATE
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Ana#ysis
TRIGGER
'A(&)* 'E(&)
Input
Organizational analysis(b+ecti,es- Resources
En,ironment
Operational analysis
E$pected &erformance 'E&)
Person analysis
Actua# &erformance 'A&)
Identify &erformance
Discrepancy '&D)&D. E&/A&
And
0auses of &D
Training needs Nontraining needs
Output
Process
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Step 12 Define the prob#em
DESIRED PERFORMANCE (Optimals)
- ACTUAL PERFORMANCE (Actuals)
= POSSIBLE TRAINING NEED
Describe Discrepancy
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Step 32 Is it important4 5hy is it important4
5hat if you did nothing4
6o" big is it4 '7uantify if
possib#e)
8Is the cost of the discrepancy high
enough that it seems "orthpursuing a so#ution49
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If the ans"er is no%%
IGNORE
REJOICE
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Step :2 Determine 0ause's)Is it a problem of skill
or
a problem of will?
I don;t"anna< # don1t know
how2
# don1twanna3
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If a s=i## deficiency%% &ro,ide training
&ro,ide practice
&ro,ide feedbac=
Simp#ify the tas=
De,e#op a +ob aid
(>T
Transfer
Terminate
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Yes- it is a prob#em of "i##%%%
Changecontingencies
Reward
Per!or"anceincongruence?
And other question...
Pro#ide proper
!eedbac$Re"o#e
Obstac%es
Inadequate
!eedbac$ or
Obstac%es?
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To so#,e a performance issue Training may not be the ans"er
Training may not be the on#y ans"er
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Some uestions for TNA 56Y 4
56EN 4
56ERE to #oo= for performance
discrepancies4
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?rame"or= for TNA Input
(rganiationa# Ana#ysis
(perationa# Ana#ysis
&erson Ana#ysis
&rocess
Determining the nature of &D and its causes% (utput
&ro,ides us training @ training needs%
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(rganiationa# Ana#ysis
Provide information about:
Mission & strategiesof an organiation
ResourcesB their a##ocation- gi,en the ob+ecti,es
0apita# Resources 6uman Resources
Organizational environment2 Interna# factors thatmay be causing prob#ems
Impact of the preceding factors on de,e#oping-pro,iding B transferring the CSAa to the +ob iftraining is the chosen so#ution to the &D were tocollect data to identify the causes of &D
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(perationa# Ana#ysisDetermines e$act#y "hat is reuired of
emp#oyees in order for them to be effecti,e2
CSAs reuired to meet e$pectations%
0haracteristics of tas= en,ironment '"or= f#o"-
ergonomics- etc) to be ab#e to meet e$pectations%
Incumbents B super,isors are uestioned%
!"#$ $O #%? !"OM $O #%?
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!"#$ $O #%? !"OM $O #%?
Mission' (oals & Ob)ectives/Is there any genera# understanding of the
abo,e4
Top FanagementDepartment FanagersIncumbents
%ocial Influences?ee#ing about meeting goa#s4Socia# pressure for achie,ing goa#s4
Top FanagementDepartment FanagersIncumbents
Reward %ystem Top FanagementDepartment FanagersIncumbents
*ob +esign Super,isorsIncumbents
*ob Performance Super,isorsIncumbents
Metods & Practices Department FanagersSuper,isorsIncumbents
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>ob Ana#ysis 5hat is the >ob4
5here to co##ect data4
5hom to as=4 Incumbents
Super,isors
5ho shou#d se#ect incumbents4 6o" many to
as=4 6o" to se#ect4
5hat to as= about4
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>ob Ana#ysis Techniues 5or=er oriented approach
Tas= oriented approach
e%g%- +ob/duty tas= method
Rate CSAs as 8Importance to this +ob9as2
Doesnt app#y @ Finor @ Lo" @ A,erage @ 6igh @
E$treme B
Its 8Importance at the time of hire9%
*O, $#% ORI./$.+ !OR.R ORI./$.+
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*O, $#%-ORI./$.+#PPRO#0"
!OR.R-ORI./$.+#PPRO#0"
Garage
Attendant
0hec=s tire pressure (btain information from
,isua# disp#ays
Fachinist 0hec=s thic=ness ofcran=shaft
Hse of a measuring de,ice
Dentist Dri##s out decay fromteeth
Hse of precisioninstruments
?or=#iftDri,er
Loads pa##ets of"ashers onto truc=s
6igh #e,e# of eye/handcoordination
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>ob ana#ysis "hen no incumbents are
present 0ontact the manufacturer B as= if that @ simi#ar
euipment "as used e#se"here%
(btain specifications B operating manua#s for the ne"euipments%
Inter,ie" engineers responsib#e for designing the ne"euipment%
(btain b#ueprints B #ayouts of the physica# euipment as
"e## as f#o"charts of the operating soft"are% Identify t"o main tas=s as per Tas= B 5or=er oriented
approach%
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>ob Ana#ysis indicate e$pected
performanceGi,es a #ist of tas=s B CSAs reuired to
perform the +ob%
Tas= information is used to2
Identifying the e$pected beha,ior
De,e#oping actua# training programs
E,a#uations of the training
Tas= information #eads to identification of
CSAs
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0ompetency Fode#ingDe,e#op =ey competencies reuired for the +ob%
0ompetency123%4is a c#uster of re#ated CSAs thatdifferentiate 8high9 performers from a,erage performers%
0ompetency 'H%C- Aus%) is "hat someone needs to bedoing to be competent at their +ob%Fore generic in nature%Longer/term fit%
Inc#ude CSAs fee#ings B moti,ation%Tie into corporate goa#s%
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Ad,antages Training based on tas= ana#ysis can be dated
uic=#y as "or= undergoes dynamic changes%
Nature of "or= is changing B emp#oyees aree$pected to in,o#,e in decision ma=ing B
customer satisfaction%
0orporate do"nsiing is changing tight#y defined+obs to a more f#e$ib#e "or= design%
0ompetencies he#p 6RD focus its training%
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6o" is it done4
Feet upper management Determine strategies@goa#s specific cha##enges or specific focus% Generate some tentati,e competencies%
Identify specific +obs% Feet high performers from those +obs and their super,isors to2
Determine critica# incidents that distinguishes 8high performers9% ?ocus on the aspects that tie into the strategic direction of the company% ?ormu#ate some tentati,e competencies%
Determine the competencies that o,er#ap "ith upper managementcompetencies%
Jerify the preceding information "ith another group pf highperformers and their super,isors%
Lin= this information to +ob ana#ysis information obtained from the+ob to articu#ate specific CSAs that ma=e up the competency%
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&erson Ana#ysisFethodo#ogy to identify those incumbents
"ho don;t meet the performance reuirements
'&D . E& A&)
In the proacti,e ana#ysis- E& is "hat is needed
in the future and A& is the current
performance #e,e#%
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contd%% &roficiency Tests
0ogniti,e Tests2 Feasure #e,e#s of =no"#edge &aper B penci# Test in groups%
Meha,iora# Tests2 Determine needs re#ated to s=i##s reuired on the +ob%
Incorporate "or= samp#es% Assessment 0enters%
Sur,eys2 To +udge attitude%
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Gathering TNA Data
Final Thoughts?or conceptua# understanding- di,ide the TNA into :distinct factors2
1% (rganiation
3% (peration
:% &erson
?or the TNA to be effecti,e- ensure that the organiation2
A##o"s de,e#opmenta# appraisa#s%
A##o"s se#f appraisa#%aces high ,a#ue on de,e#oping subordinates%
&ro,ide opportunities for training B mentoring%
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(utcomes of TNA Identification of &Ds%
Identification of their causes%
Deciding "hether they are important enough tobe fi$ed up%
///////////////////////////////////////////////////////////
Training Needs
/&Ds that are due to #ac= of CSAs B for "hich training is aso#ution%
Non/Training Needs
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Non Training Needs5here training is not the best so#ution%
No CSA Deficiency% 0aused by2 Re"ard @ punishment
Inappropriate @ inadeuate feedbac=
(bstac#es in the system
CSA Deficiency% So#utions cou#d be2 >ob Aids
&ractice
0hanging the +ob
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Approaches to TNA &roacti,e TNA
?ocuses on future 6R reuirements% &repare for future promotions@transfers% &repare for changes in the current +ob% e%g%- Succession anning
Reacti,e TNA 'Repair Act) Megins "ith e$isting &D% ?ocus main#y on one department% Those "ho sho" &D are the =ey trainees% ?ocuses on a particu#ar part of the +ob%
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Team"or=
in conducting
training need ana#ysis
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Team"or=
Team"or= is a## about performing a tas= in a team-
"here in a## the members contribute to achie,e aspecified goa#%
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Training need ana#ysis 'TNA)
In,estigation forms the basis of training need
ana#ysis and effecti,e in,estigation #eads to
effecti,e TNA% It in,o#,es obser,ing the day/to/day operations
of the organiation and interact "ith peop#e at a##
#e,e#s- from production #ine to management Faintain informa# contacts "ith indi,idua#s
throughout the organiation
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TNA 'contd) Regu#ar#y assess the attitudes and fee#ings
of the organiation;s staff
Stay abreast of a## po#icies- procedures and
standards re#ating to "or= performance
?orma##y and informa##y gathering input
from ,arious constituencies
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?ormation of tas= force in
conducting TNA
To do an effecti,e TNA- a permanent tas= force
is essentia#
Tas= force shou#d inc#ude representati,es fromeach department for effecti,e TNA
0hoose those "ho =no" and care about the
situation
Identify a contact person or 8champion9 "ho is
committed to training and "hom you can ca##
upon for support and resources
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TNA and Design (nce the needs assessment is comp#eted and training ob+ecti,es are c#ear#y
identified- the design phase of the training and de,e#opment process is initiated2
Se#ect the interna# or e$terna# person or resource to design and de,e#opthe training%
Se#ect and design the program content%
Se#ect the techniues used to faci#itate #earning '#ecture- ro#e p#ay-simu#ation- etc%)%
Se#ect the appropriate setting 'on the +ob- c#assroom- etc%)%
Se#ect the materia#s to be used in de#i,ering the training '"or= boo=s-,ideos- etc%)%
Identify and train instructors 'if interna#)%
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$e outcome of #nalysis pase creates blueprint
for te design pase%
Suppose a TNA is comp#eted and identified that super,isors need
training in effecti,e communication s=i##s% 5e then need to ma=e
some decisions- such as
5hat method of training to use
6o" much time to a##ot for the training
6o" many trainees to train at the same time
5hether training be on company time
5hether training be ,o#untary or mandatory
(n or off/site #ocation for training
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Thank You !!!!!