Professional Development Course onEnsuring Training EffectivenessCascading Workshop9th April, 2012.Bahauddin Zakariya Univ...
Learning ObjectivesAt the end of the session you will be able to:Familiar with the meaning and importance of TNAKnow wha...
Session Out line1.   Organizational Needs Analysis2.   Training Needs Analysis3.   Data Gathering Methods
Organizational Need Analysis   Organizational Need Analysis is a holistic    approach which involves looking at the entir...
WHAT IS TNA?    Assessment of an organizations Training Needs    Identify a gap between required performance     and pre...
Importance of Training Needs Analysis   Bridging gap b/w required and present    performance = Improved Performance   An...
Important DistinctionAn Organizational Needs Analysis is different from a  Training Needs Analysis: While ONA offers a br...
What to look for in TNA    Who should be Trained?    (Target Audience/who should be trainees)    Train on What subject? ...
Activity Time   Proposed Training   Formulate a TNA
How do you Identify Training needs
Goldstein (1986, 1991, 1993)Model of Training Needs Analysis                                       Stage One              ...
What are data collection methods ?1-Questionnaire2-Documentation3-Interview4-Observation5-Review performance   appraisals6...
Activity   Objective: Learn & differentiate methods of Data    gathering.   Method: Group Discussion   Five small group...
Method              Pros              ConsQuestionnaire       -per audience     -% return is often less                   ...
Method              Pros                  ConsObservation         -Direct method of     Resource and time consuming       ...
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Huma tna

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Transcript of "Huma tna"

  1. 1. Professional Development Course onEnsuring Training EffectivenessCascading Workshop9th April, 2012.Bahauddin Zakariya University, Multan.Module: Needs Assessment (TNA)Resource person: Huma Zafar
  2. 2. Learning ObjectivesAt the end of the session you will be able to:Familiar with the meaning and importance of TNAKnow what to look for when conducting TNADistinguish between Organizational and TrainingNeedUse data collection techniques appropriate to a TNA
  3. 3. Session Out line1. Organizational Needs Analysis2. Training Needs Analysis3. Data Gathering Methods
  4. 4. Organizational Need Analysis Organizational Need Analysis is a holistic approach which involves looking at the entire organization. It locates and defines problem areas. It explores what is as compared to what should be and the gaps between the two. Analysis: The study we do in order to figure out what to do. - Allison Rossett & Kendra Sheldon (2001)
  5. 5. WHAT IS TNA?  Assessment of an organizations Training Needs  Identify a gap between required performance and present performance  It arises from a Business Need  Designed to match the expectations & objectives of the Organization  Creation of Solutions  Delivered by Different Training Methods  Measured by Evaluation
  6. 6. Importance of Training Needs Analysis Bridging gap b/w required and present performance = Improved Performance Anticipate introduction of new systems, tasks or technology Desire to Effect a Change Translate Business Need in to a Training Need
  7. 7. Important DistinctionAn Organizational Needs Analysis is different from a Training Needs Analysis: While ONA offers a broader perspective more conducive to a diagnosis TNA offers a specific perspective on organizational solutions involving Training
  8. 8. What to look for in TNA Who should be Trained? (Target Audience/who should be trainees) Train on What subject? (Training contents) Why should the particular person be trained? (Ability ,skill ,knowledge ,grooming etc) When should the person be trained? ( appropriate time) How to Train (training methods) TNA = 5W + H Where
  9. 9. Activity Time Proposed Training Formulate a TNA
  10. 10. How do you Identify Training needs
  11. 11. Goldstein (1986, 1991, 1993)Model of Training Needs Analysis Stage One Establish organisation’s commitment and support Stage Two Organisational Analysis Stage Three Requirement Analysis Stage Four ‘Needs Assessment’ - Task & KSA analysis of training needs Stage Five ‘Person Analysis’ Stage Six Collate data to input to, and design of, training environment and training evaluationwww.uk.sagepub.com/millward/files/.../Chapter2_slide_2... - United Kingdom
  12. 12. What are data collection methods ?1-Questionnaire2-Documentation3-Interview4-Observation5-Review performance appraisals6-Focus Group Discussions
  13. 13. Activity Objective: Learn & differentiate methods of Data gathering. Method: Group Discussion Five small groups Mechanism: A member from each group will present the Merits of each Data Gathering Methods. Time: 10 Minutes
  14. 14. Method Pros ConsQuestionnaire -per audience -% return is often less -Ask different -Takes time and skill to develop well style questions -Directed-/limited answers -Efficient & -Should be limited to 10 minute completion time easiest way of -probing difficult collecting lots -What people tell you and what they really do may of data differDocumentation Provides -May be difficult or impossible to obtain desiredreview (i.e., job management/ documentsdescriptions, HR perspective -May require interpretation/ explanationperformanceappraisalsInterview -Direct Contact - intensive time and resourcesmanagers/ -Good forsupervisors complex problems -Can modify
  15. 15. Method Pros ConsObservation -Direct method of Resource and time consuming data collectionReview -Time efficient Depend upon documentation qualityperformance honesty in documentsappraisals oflesser performersFocus Group -For complex / - Scheduling Issuediscussion undefined issues -Good number of participants -Ideas can built on - what people tell you and what they each other really do may differ -Relatively - Sometimes important to verify the effective & results with observations and efficient document analysis
  16. 16. Thank you

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