Chapter no 2 Training and Development -

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By Mohammed Quadir Mohiuddin Faculty of Human Resource Department of Business Studies… IBRI colege of Technology.. Chapter no 2 Training Needs Identification & Training Needs Assessment  

Training Needs Identification (TNI):

Training Needs Identification (TNI ) The simple process of identifying training needs of an individual or a group working in an organization. To decide what training your staff will need, you should: look at the current skills levels of your staff identify the skills/knowledge gaps within the business decide which new skills could take your business forward plan for appropriate training to bridge those gaps Mohammed Quadir Mohiuddin


Training needs are identified on the basis of the following approaches Organizational Analysis Departmental Analysis Job/Role/Task Analysis Man power Analysis Training needs are those aspects necessary to perform the job in an organization in which employee is lacking attitude/aptitude, knowledge skill. Assessment of training needs must also focus on anticipated skills of an employee. Technology changes fast and new technology demands new skills. Mohammed Quadir Mohiuddin

Organizational Analysis :

Organizational Analysis It includes analysis of objectives, resource utilization, environment scanning and organizational climate, organizational strengths and weakness in different areas like accidents, excessive scrap, frequent breakage of machinery, excessive labour turn over, market share, quality and quantity of the output, raw material and other production areas, personnel. Mohammed Quadir Mohiuddin

Departmental Analysis:

Departmental Analysis Departmental strengths and weakness including special problems of the department or a common problem of a group of employees like acquiring skill and knowledge. Mohammed Quadir Mohiuddin

Job/Role/Task Analysis:

Job/Role/Task Analysis It requires a careful examination after training. Job/Role/Task Analysis entails a detail examination of jobs, their components, various operations required to be performed . This includes study of jobs/roles; design of jobs due to changes job enlargement and job enrichment. Mohammed Quadir Mohiuddin

Man power Analysis:

Man power Analysis This Analysis mostly concentrates on the individual employer, his abilities his/her skills, knowledge, and attitude which is required for job performance. Simply its main focus is an individual strengths and weakness in the area of job knowledge, skill etc., Mohammed Quadir Mohiuddin

Training Needs Assessment (TNA) :

Training Needs Assessment (TNA) The detailed study of training needs in terms of priority, importance of need, urgency and requirement of the organization. A TNA will help you to identify what training might be required to bridge the gap between an employee’s current skill level and the skill level that you need them to have.  Mohammed Quadir Mohiuddin


To make sure your training investment is properly targeted, consider: the role of each staff member and what you want them to achieve and contribute to your business; and whether each staff member has the skills and knowledge to do what you need them to do. If not, identify what skills or knowledge they need and put in place training in these areas to up skill them Mohammed Quadir Mohiuddin

Why Managers do Training Needs Identification:

Why Managers do Training Needs Identification All managers should conduct a training needs analysis to: Determine what development is relevant to staff needs; Determine what development will improve performance; Determine if training will make a difference; Distinguish training needs from organizational problems; and Link improved job performance with the organizations' goals Mohammed Quadir Mohiuddin

Different groups for Training Needs Identification (TNI):

Different groups for Training Needs Identification (TNI) Training needs will differ with the backgrounds of the employees to be trained, and their present status in the organization. Basically, a candidate for training may come from any one of three groups: 1. New hires 2. Veteran employees 3. Trainees currently in the training pipeline (currently in the training program) Consideration of the varying needs of these groups provides a frame of reference for discussing and suggesting the methods of identifying training needs: Mohammed Quadir Mohiuddin

New Hires:

New Hires Addition of new employees creates high and low peaks in placing new persons into the training program. Usually an induction program is useful for them and to give initial training with process. This problem may be solved by a program where progression is made in different sequences. It will eliminate a jam that will occur if all phases of the program must be taken in a definite sequence. The new employees will normally be of somewhat different backgrounds. Mohammed Quadir Mohiuddin

Retaining & Upgrading Veteran Employees :

Retaining & Upgrading Veteran Employees The people in this category offer a real challenge to the training department. There- fore, the number and amount of training required by this category should be carefully considered. Often the retraining and upgrading of former employees can be very rewarding for training instructors . Mohammed Quadir Mohiuddin

Pipeline Employee Requirements :

Pipeline Employee Requirements A good training program will normally have participants in various phases of completion. An awareness of completion dates and how the potential employee will be employed should be the concern of the training staff and also the employee’s supervisor. A trainee should have a challenge in all phases of his training. All these challenges should not be confined to those phases where the pipeline employee is sitting in a classroom. Mohammed Quadir Mohiuddin

Training Needs Assessment :

Training Needs Assessment Needs assessment is performed to determine what training will successfully address any skill deficits. By: Cornell, Technology Training Services Indicators of training needs Market Analysis Customer Complaints Unsatisfactory customer survey ratings Missed objectives and targets New facilities or technology Mohammed Quadir Mohiuddin

Techniques for Identifying Specific Training Needs :

Techniques for Identifying Specific Training Needs There are a number of practical methods you can use to gather data about employees’ performance. Each works well in given circumstances; therefore, you must determine which the best be for you. None of these methods can stand alone. Always use at least two, if for no other reason to validate your findings. One of those you choose should always be observation. Mohammed Quadir Mohiuddin


1 . Observation 2.  Interviews 3.  Questionnaires 4. Job Descriptions 5. The Difficulty Analysis Observation In this approach, an employee’s performance itself is you source of information. You evaluate a worker’s performance through first-hand observation and analysis by watching, noticing and noting. Observation is more time consuming technique. An expert is required to do observation of employees work. To make this activity more productive, use a checklist to remind you of what to look for and take notes. Mohammed Quadir Mohiuddin


Interviews The use of interviews in conducting the needs analysis is strongly urged. The prime value of interview guides is that they ensure the same types of data from all sources. This allows you to determine whether a piece of information is one person’s opinion, or part of a widespread perception. Interview is also time consuming and costly process. The data analysis of interviews’ responses is very difficult Mohammed Quadir Mohiuddin


Questionnaires A questionnaire is a sort of interview on paper. You create your own questionnaire by writing down all the questions you want employees to answer for you. Then you mail it to them and await their responses. This technique is less time consuming and less costly. Employees can fill it with flexibility at any time. The data analysis of questionnaires is very easy. Mohammed Quadir Mohiuddin


The key advantage of a questionnaire is that you can include every person from whom you want input. Employees can complete the questionnaire when and where they choose. You need not travel and spend time with all respondents. Every employee is asked the identical questions, and consequently data is very easy to compile and analyze. Mohammed Quadir Mohiuddin


Job Descriptions Before establishing a job description, a job analysis must be made. This job analysis involves a thorough study of all responsibilities of the relevant job. It is companywide in scope and should be detailed to such a degree that those conducting the training can use the job analysis as a yardstick for their course content. Trainers can develop training material based on Job Descriptions and he can focus on the areas of key job responsibilities during his training session Mohammed Quadir Mohiuddin


The Difficulty Analysis The Difficulty Analysis establishes which of the duties cause the employee the greatest amount of troubles and how this trouble can be reduced through better training. The reasons of difficulty can be different so this technique is little complicated to analyze training needs. Mohammed Quadir Mohiuddin

Training Activities :

Training Activities Training programs are individually designed to meet the exact needs of the group, and may involve any combination of the following activities:     presentations / lectures     seminars / discussions     workshop activities field trips interactive models computer models hands-on activities industry placement Mohammed Quadir Mohiuddin

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