Training Need Identification

AGENDA …..1. AN INTRODUCTION TO TRAINING

NEED IDENTIFICATION.2. NEED FOR TRAINING NEED

IDENTIFICATION.3.DEPARTMENT NEED IDENTIFICATION4.ORGANISATION NEED

IDENTIFICATION5. TRAINING BASED ON

PERFORMANCE,COMPETENCY AND SKILL

DEFINITION…• Training Needs Identification (TNI) is defined as the

“Identification of training requirements and the most cost effective means of meeting those requirements”.

• A TNI should always be performed where a major new development in policy, equipment acquisition or procedures is deemed to have potential impact upon the current training regime.

IS THERE A DEFICIENCY RELATING TO PERFORMANCE..???

PERFORMANCE ANALYSIS

CRITICAL INCIDENT ANALYSIS

TASK ANALYSIS

TARGET POPULATION

ANALYSIS

TASK OUTCOME ANALYSIS

TRAINING NEED IDENTIFICATION-AN OVERVIEW

“While it is well understood that training is important for organisations,it is also true that the training interventions should not be carried out for the sake of training or just to meet the target of certain man-days of training per employees……..”

TNI : AN OVERVIEW• PURPOSE

1. WHO IS TO BE TRAINED?

2. IN WHAT AREAS THEY ARE TO BE TRAINED?

3. BY WHOM ARE THEY TO BE TRAINED?

4. HOW ARE THEY TO BE TRAINED?

• OUTCOMES

1. FOCUSED AND WELL DIRECTED TRAINING PROGRAMS.

2. COST EFFECTIVE IMPLEMENTATION

3. BETTER DESIGN OF THE TRAINING PROGRAM

4. INCREASED PARTICIPATION AND ACCEPTANCE.

IMPORTANCE OF TRAINING NEED IDENTIFICATION

• Support organizational goals.• Input to training budget and plan• Determine whether to

introduce ,continue or discontinue training program

• Increase the efficiency and effectiveness of training department.

TYPES OF TRAINING NEEDS

ORGANISATIONAL NEEDS

DEPARTMENTAL NEEDS

INDIVIDUAL NEEDS

Case study on organizational training need identification…

One of the largest engineering and construction companies…

Training theme every year1. New training theme every year based on identification of training

needs at an organization level and has a linkage with the business plan.

2. Post this, the top management provides its input on the competencies that need to be developed throughout the organization. Couple of examples on themes have been EVA and coaching.

3. A large section of the organization participates in such training programs.

Case study on Department training need identification…

One of the largest companies in automobile sectors..

1. Each head at the divisional level has training needs identified for his division.

2. The division is allocated a particular budget based on the identified training needs and training plans.

3. The company carries out large scale interventions based on these needs.

Case study on individual training need identification….

One of the largest banks…1. Senior management participates in DC’s to

identify training needs.2. The DC’s are conducted within a short period post

promotion of the incumbents in order to identify strengths and areas of development vis-à-vis the new role.

3. Training needs are identified and customized Individual development plans are charted based on the above as well as based on inputs from the performance appraisal process.

PERFORMANCE BASED TRAINING

What is Performance?

It comprises the actual output or results of any individual or organization as measured against its intended outputs (goals or objectives) set.

A reflection of achievements relative to the resources used by the organization.

1. Does Training provide clearly stated performance objectives.

Each module of instruction should have a

performance objective that states clearly what

the learner should be able to do and how well

he should be able to do it.

Is Your Training Truly Performance Based?

Contd…

2. Is Training derived directly from the job It’s common sense, but not common practice, that training

should be derived from job performance requirements. Before design or development begins, you must first determine (for each job task) precisely what it is you want the learner to be able to do.

3. Does Training meet the specific needs and characteristics of the learners

Training should consider the background, education, preferences, and other general characteristics of the learners.

Contd…

4. Does Training provides practice and immediate feedback on every skill

At its core, performance-based training is focused on providing learners with practice and immediate feedback on all the skills required to perform a job to meet management expectations.

5. Does practice mirror actual job conditions The quality of the practice also matters. The practice

should mirror the real-world job as closely as possible. Learners should practice all the major situations they are likely to confront, under all the conditions they are likely to face.

Contd..

6. Does every learner demonstrate competence in every skill before training ends

To be performance-based, every learner must be able to show that he can meet all the performance requirements to the pre-set criteria stated in the performance objective while still in training. In other words, there should be a 100% success rate.

7. Does Training include only what is needed to perform to expectations—no more and no less

If training is truly performance-based, then any information or knowledge that doesn’t relate to a job performance requirement isn’t needed.

Skill based training

What is skill based training?

Identifying desired skills.

Assessing employees for specific skills

Determine the gaps and

Structure the training program .

Types of skills

Soft skills Hard skills

• Soft skills do not impact the productivity of the employee directly

Once the training is imparted but it contributes in a substantial manner albeit

Indirectly to the effectiveness of employee at work .

• Hard skills are specific to work that the employee does .For example training the employee in java .

Training methodology is different for both skills.

Structuring training for Soft skills. More to do with the

character & nature of the person .

One can see the traces of culture and upbringing in soft skills of employee.

Involves getting into the ‘psyche ‘ of the trainee.

Structuring training for hard skills• Can be normal

classroom training sessions .

• Can be the mix of classroom sessions with generous amount of ‘hands on ‘exercise .

• Make the trainee undertake a project for completion of training .

Benefits of skill based training

Training your workers can be a tremendous drain on your time and resources. Consider the ways that skill-based training can positively affect your employees and your company.

Training increases employee productivity Training reduces turnover Training improves job satisfaction Training aids recruiting process Training rewards long time employees Training reduces need for employee supervision

COMPETENCY BASED TRAINING

What is Competency? A cluster of related knowledge, skills, and attitudes

that affects a major part of one’s job (a role or responsibility), that correlates with performance on the job, that can be measured against well-accepted standards, and that can be improved via training and development. (Training magazine: July, 1996)

Competency based training

Competency based training is an approach to learning where

emphasis is placed on what a learner can do in the workplace as a

result of their training.

When to go for competency based training?

To train employees to work in dynamic work environment.

To enhance the employees’ current job performance.

To build the knowledge &skills so as to handover additional responsibilities.

DEPARTMENTAL BASED TRAINING

What is departmental training?

• Departmental training provides on-site training to departmental staff on a wide range of topics.

• Training intact work groups in departments offers the unique benefits of enhancing the skills of all the staff members at the same time.

• All staff members share the same information and there is a great deal of support for implementing the training content.

Types of training offered to departmental staff

• Building effective work teams.• Building productive work relationships.• Communication.• Conflict resolution.• Group problem solving.• Handling difficult customers.• Leadership skills.• Performance appraisal.• Time management skills.• Understanding and developing of

emotional quotient.

REFERENCES:•http://www.citehr.com•HRD- Werner & Desimone•HRM- K.Ashwatthappa•http://www.docstoc.com•www.training-evaluation-metrics.com•www.imakenews.com•www.questionmark.com/us/casestudies/online_lender.aspx•www.flipkart.com•Gent, Michael J. and Gregory G. Dell'Omo. "The Needs Assessment Solution." Personnel Administrator, July 1989: 82-84. •Zemke, Ron and Thomas Kramlinger. Figuring Things Out: A Trainer's Guide to Needs and Task Analysis. Reading, MA: Addison-Wesley Publishing Company, 1982.