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Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
Training need assessment
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Training need assessment

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  • 1. TRAINING NEED ANALYSIS BY GROUP 2
  • 2. Training Need Assessment:
    • A systemic method
    • determine need for training
    • what training required
    • fills the gap
  • 3. TNA - A Tool to identify gAP
  • 4. REASONS BEHIND CONDUCTING TNA
    • To identify the deficiencies
    • To determine if employees lack KSA
    • To make sure that training is provided to right employees in an organization
    • Use of money in proper way
  • 5. OBJECTIVES
    • Skill enhancement on the present job
    • Prepare for career advancement
    • Response to instruction of new technology
    • Employee rejuvenation or motivation
  • 6.
      • Competencies and performance of work teams.
      • Problem solving or productivity issues.
      • The need to prepare for and respond to future changes in the organization or job duties.
    needs assessment also assist with
  • 7. Need assessment techniques 1.Observation 2.Questionnaire 3.Interviews 4.Focus group 5.Documentation 6.Online Technology
  • 8. Who should participate in need assessment
  • 9. Organizational analysis
    • It looks at the effectiveness of the organization and
    • determines where training is needed and under what conditions it will be conducted.
  • 10. Organizational Analysis
  • 11. Task analysis
    • It provides data about a job or a group of jobs &
    • the knowledge, skills, attitudes and abilities needed to achieve optimum performance.
  • 12. Sources for Task Analysis
    • Job description
    • KSA analysis
    • Performance standards
    • Observe the job/sample the work
    • Perform the job
    • Job inventory questionnaire
    • Review literature about the job
    • Ask questions about the job
    • Analysis of operating problems
  • 13. Individual analysis
    • It analyzes how well the individual employee is doing the job and determines which employees need training and what kind.
  • 14. Individual Analysis Includes:
    • Performance evaluation
    • Performance problems
    • Observation
    • Work samples
    • Interviews
    • Questionnaires
    • Attitude surveys
    • Checklists or training progress charts
  • 15. Assessment Centre
    • Assessment Centre consists of many multiples:
    • Multiple competencies
    • Multiple observers
    • Multiple participants
    • Multiple exercises
    • Multiple simulations
    • Multiple observations
  • 16.  
  • 17.  

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