Training Needs Analysis By Ravinder Tulsiani

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

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>www.TheCorporateTrainer.ca </li></ul>

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