mrigank FMS,BHU

Training Need Assessment Mrigank MBA-AB 2nd sem FMS, BHU : 

Training Need Assessment Mrigank MBA-AB 2nd sem FMS, BHU

Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment.” : 

Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment.” For assessment of training need we have to looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified. There are three levels of needs assessment: 1.organizational analysis, 2.Task analysis and, 3.Individual analysis.

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Organizational analysis:- It looks at the effectiveness of the organization and determines where training is needed and under what conditions it will be conducted. The organizational analysis should identify: Environmental impacts(Formulation of new laws or removal of old one). State of the economy and the impact on operating costs. Changing technology and automation. Increasing global/world market places. Climate and support for training

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Organizational goals and objectives, mission statements, strategic plans. Plans for reorganization or job restructuring. Employee attitudes and satisfaction.

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Task analysis:- “This mode of 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-- A narrative statement of the major activities involved in performing the job and the conditions under which these activities are performed. If an accurate job description is not available or is out of date, one should be prepared using job analysis techniques. Analysis of operating problems-- Down time, waste, repairs, late deliveries, quality control. Review literature about the job-- Research the "best practices" from other.

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Performance standards-- Objectives of the tasks of the job and the standards by which they will be judged. This is needed to identify performance discrepancies. Analysis of operating problems-- Down time, waste, repairs, late deliveries, quality control. Individual analysis:- “It analyzes how well the individual employee is doing the job and determines which employees need training and what kind .” Sources of information available for a individual analysis include-

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Performance evaluation -- Identifies weaknesses and areas of improvement. Performance problems -- Productivity, absenteeism or tardiness, accidents, grievances, waste, product quality, down time, repairs, equipment utilization, customer complaints. Observation -- Observe both behavior and the results of the behavior. Work samples -- Observe products generated. Questionnaires -- Written form of the interview, tests, must measure job-related qualities such as job knowledge and skills. Checklists or training progress charts -- Up-to-date listing of current skills.

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Summary:- Assuming that the needs assessment identifies more than one training need, the training manager, working with management, prioritizes the training based on the urgency of the need, the extent of the need and the resources available. References Gent, Michael J. and Gregory G. Dell'Omo. "The Needs Assessment Solution." Personnel Administrator, July 1989: 82-84. McGehee, W. and P-W. Thayer. Training in Business and Industry. New York: Wiley, 1961. Zemke, Ron and Thomas Kramlinger. Figuring Things Out: A Trainer's Guide to Needs and Task Analysis. Reading, MA: Addison-Wesley Publishing Company, 1982.

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Any queries?

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Thank you