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Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
Identifying training needs
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Identifying training needs

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  • 1. IDENTIFYING TRAINING NEEDS
    By
    NISSAR
    S3 MBA
  • 2. TRAINING
    According to Edwin.B.flippo “training is the act of increasing knowledge and skills of an employee for doing a particular job”.
    Training involves the development of skills that are usually necessary to perform a specific job.
    It should bring positive changes in knowledge, skills and attitude.
  • 3. OBJECTIVES
    To increase knowledge of workers in doing specific job.
    To impart news skills among the workers systematically so that they learn quickly.
    To bring about changes in the attitude of workers toward fellow workers, supervisors and organization.
    To improve overall performance of organisation.
  • 4. cont
    To make the workers handle materials, machinery and equipment efficiently thus to check wastage of time and resources.
    To reduce the number of accidents by providing safety training to workers.
    To prepare workers for higher jobs by developing advanced skills in them
  • 5. Why should training to employees?
    To achieve following benefits
    • Quick learning
    • 6. Higher productivity
    • 7. Standardisation of procedure
    • 8. Less supervision
    • 9. Economical operation
    • 10. Higher morale
    • 11. Preparation of future managers
    • 12. Better management
  • IDENTIFYING TRAINING NEEDS
    Training needs can be identified through following types of analysis.
    • Organization analysis
    • 13. Task analysis
    • 14. Manpower or human resource analysis
  • ORGANISATIONAL ANALYSIS
    Systematic study of organization in terms of its objectives, its resources, resource allocation and utilisation,growth potential and its environment .
    It’s purpose is to determine where training emphasis should be placed in the organization for increasing organizational effectiveness.
    It involves following elements
  • 15. 1.ANALYSIS OF OBJECTIVES
    Long term and short term objectives and their relative priorities should be properly analyzed.
    Specific goals for various departments should be stated which will serve as means for achieving the overall organization objective.
    Management would have to examine what are the specific training inputs that would contribute towards the achievement of these objectives.
  • 16. 2.RESOURCE UTILISATION ANALYSIS
    The allocation of human and physical resource and their efficient utilization in meeting the operational target should be analyzed.
    Following questions should be answered.
    • Whether adequate number of personnel's are available?
    • 17. Whether their performance is up to the required standards?
  • 3.CLIMATE ANALYSIS
    It reflects the attitudes of workers trust,loyalty,openness,commitment towards organizational goals.
    It should aim at determining whether the environment in different departments is fulfillment to their goals.
    This will help in areas where training is needed to improve climate of organisation.
  • 18. example
    If there is a mismatch between value system of the organization and value system of employees. this mismatch may due to culture,religion,social aspects etc.here the training is required for all the employees irrespective of their designation. Training is requires in this type mainly in mergers and acquisitions.
  • 19. TASK ANALYSIS
    Systematic analysis of jobs to identify job contents,knowledge,skills and aptitude required to perform the job.
    Attention should be given to
    • Tasks to be performed
    • 20. Methods to be used
    • 21. Way employees learn these methods
    • 22. Performance standards required for employees
  • cont
    Questionnaires ,interviews, personnel records, observations and other methods can used to collect information.
    The main focus is on task or job.
    Task analysis required the study of various types of skills and training required to perform job efficiently.
    E.g. transfers and promotions
  • 23. MANPOWER ANALYSIS
    Quality of manpower required by organization is carefully analyzed.
    It has to be done in the light of both internal and external environment.
    Organization should be properly scanned to determine the quality of human resource.
  • 24. To achieve quality
    Identify specific areas where individual need training.
    Capability of present workers to learn new skills.
    Time frame within which training must be imparted.
    Job designing and redesigning ,intoduction of new work methods and technology.
  • 25. After identifying needs
    • Setting specific objectives.
    • 26. Deciding methods to achieve these objectives.
    • 27. Overall aim of training program is to increase organizational effectiveness.
    • 28. However each training program should have specific objectives which includes
    • 29. Increased productivity
    • 30. Improved qulaity
  • cont
    • Better hr planning
    • 31. Higher morale
    • 32. Better health and safety
    • 33. Prevention of obsolescence
    • 34. Enhanced personal growth
  • TRAINIG PROGRAMME
    It includes
    • Selection of trainees
    • 35. Preparation of instructor
    • 36. Determination of training period
    • 37. Training methods and materials
  • EVALUATION
    To measure the effectiveness of training, following criteria may use.
  • THANKS

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