This ppt shows about basics of training need identification in human resource development.

1. PRESENTED BY
VIDYA.V
S3 MBA 83

2. TRAINING NEED IDENTIFICATION

3. A training and development needs assessment may be
defined as the process of identifying problems that are
signaled by deficiencies in compliance with standards
or external requirement & that can be resolved wholly
or partly by training and development programmes

4.  Definition
Training need identification is a tool utilized to
identify what educational courses or activities should
be provided to employees to improve their work
productivity.

5.  Problem identification
 Design if collection of needs
 Data analysis
 Providing feed back
 Developing action plan

6.  Problem identification
firstly the problem or problem areas need to be
identified for appreciate training intervention at a later
stage.
 Design of need analysis
To be determined in order to identify appropriate
method for training and development intervention.
 Data collection needs
Data collection need expertise of part of the
investigator & therefore training executive or consultants
are to be engaged for this task.

7.  Data analysis
After collection of data, it needs to be carefully
analyzed.
 Providing feedback
Feedback should be provided to management.
 Developing action plan
action plan is developed to meet the identified needs
of training and development of employees.

8.  At the individual level
 At the organizational level

9.  Document view
 Specific analysis
 Observation
 Surveys
 Interview
 Suggestion box
 Meeting , reports, newsletter

10.  To pinpoint if training and development programme
will make a difference in productivity & the bottom
line
 To decide what specific training and development
programme each employees needs and what will
improve his job performance.
 To differentiate between the need for t&d and
organizational issues.
 To determine whether training is needed.
 To determine causes of poor performance.

11.  To determine content & scope of T&D
 To determine desired T&D outcomes
 To provide a basis of measurement
 To gain management support
 To determine the relevance of jobs to employees.