Training Needs Analysis By Ravinder Tulsiani


Published on

Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine ...

1 Comment
No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Training Needs Analysis By Ravinder Tulsiani

  1. 1. Training Needs Analysis Ravinder Tulsiani, FCSI, BA-Law Corporate Trainer | Transformational Leader Unleash the E.D.G.E. | Educate ~ Develop ~ Guide ~ Empower
  2. 2. Learning Outcomes <ul><li>Understand the relationship between training and the organization </li></ul><ul><li>Appreciate the three main training and development perspectives </li></ul><ul><li>Understand what are and what are not training needs </li></ul>
  3. 3. Learning Outcomes <ul><li>Detail the benefits and difficulties with training needs analysis </li></ul><ul><li>Perform a training needs analysis </li></ul>
  4. 4. What is Training? <ul><li>Training refers to the acquisition of knowledge, skills and abilities required to perform effectively in any given role </li></ul>
  5. 5. What is a training needs analysis? <ul><li>A training needs analysis is the method of determining if a training need exists and if it does, what training is required to fill the gap. </li></ul>
  6. 6. Knowledge, Skills & Abilities <ul><li>Knowledge is information specific and particular to a subject, enabling a person to understand a subject to an acceptable level </li></ul><ul><li>Skill is a developed aptitude or ability in a particular intellectual or physical area </li></ul><ul><li>Attitude is an internal state which affects one’s choice of action towards some objects, persons or events </li></ul>
  7. 7. The Training Process <ul><li>Step 1: Identify and prioritize performance outcomes or key result areas for business units and/or individual jobs </li></ul><ul><li>Step 2: Identify and prioritize the competencies (KSA’s) needed to achieve these results </li></ul><ul><li>Step 3: Generate behavioural descriptions of how these competencies are exhibited during effective individual performance (use SME’s) </li></ul><ul><li>Step 4: Validate the completed competency model </li></ul>
  8. 8. The Training Process Identify the Need Evaluate the Training Plan the Training Deliver the Training
  9. 9. Why should you conduct a TNA? <ul><li>Avoid training for ‘training sake’. </li></ul><ul><li>Supports cost effective training. </li></ul><ul><li>Targets areas of greatest need. </li></ul><ul><li>Gives information on the organisation’s climate. </li></ul><ul><li>Gives commitment from managers and trainers </li></ul><ul><li>Separates the ‘symptoms’ from the causes. </li></ul>
  10. 10. How can a need to identified? <ul><li>Complaints from staff, customers/clients </li></ul><ul><li>Poor quality work </li></ul><ul><li>Frequent errors </li></ul><ul><li>Large staff turnover </li></ul><ul><li>Deadlines not being met </li></ul><ul><li>Conflict amongst staff </li></ul><ul><li>New equipment systems </li></ul>Indicators of a need
  11. 11. Job information that needs to be collected <ul><li>Job roles </li></ul><ul><li>Job process </li></ul><ul><li>Task list </li></ul><ul><li>Job problems </li></ul><ul><li>Task frequency </li></ul><ul><li>Task difficulty </li></ul><ul><li>Task importance </li></ul>How often? How hard?
  12. 12. How to do a TNA - process 1. Document the problem 2. investigate the problem 3. Plan the needs analysis 4. Select the technique 5. Conduct the analysis 6. Analyse the data 7. Report the findings 7 steps
  13. 13. Techniques for carrying out TNA’s <ul><li>Interviews </li></ul><ul><li>Survey questionnaires </li></ul><ul><li>Job descriptions and person specifications </li></ul><ul><li>Critical incidents </li></ul><ul><li>Log books and other company records </li></ul><ul><li>Industry seminars </li></ul><ul><li>Supervisor’s reports </li></ul>
  14. 14. Report the findings <ul><li>Title page </li></ul><ul><li>Executive summary </li></ul><ul><li>Table of contents </li></ul><ul><li>Introduction </li></ul><ul><li>Recommendation </li></ul><ul><li>Training Plan </li></ul><ul><li>Data collection and analysis methods </li></ul><ul><li>Cost analysis, proposed costs of recommended solutions </li></ul>
  15. 15. Recap! <ul><li>A TNA is the method of determining if a training need exists and if it does, what training is required to fill the gap. </li></ul><ul><li>Much of the TNA process is about asking questions and getting answers </li></ul><ul><li>Performing a TNA requires seven steps, which build on each other. </li></ul><ul><li>Costing the performance problem and comparing training costs is an important part of the TNA report </li></ul>
  16. 16. THANK YOU! <ul><li>To learn more visit: </li></ul><ul><li> </li></ul>