1. Training Need Analysis
in Church Organization
Toetiek Septriasih, M. Psi., Psi
Pacet, August 10th 2014
2. It is a learning process that
involves the acquisition of
knowledge, sharpening of
skills, concepts, rules, or
changing of attitudes and
behaviors to enhance the
performance of
employees.
What’s Training?
3. The Important Things about Training
• It’s not what you want in life, but it’s
knowing how to reach it.
• It’s not where you want to go, but it’s
knowing how to get there.
• It’s not how high you want to rise, but
it’s knowing how to take off .
• It may not be quite the outcome you
were aiming for, but it will be an
outcome.
• It’s not what you dream of doing, but
it’s having the knowledge to do it.
• It's not a set of goals, but it’s more like
a vision.
• It’s not the goal you set, but it’s what
you need to achieve it.
4. Importance of Training
Development of Human
Resources
Productivity
Team spirit
Organization Culture
Organization Climate
Quality
Healthy work environment
Morale
Image
5. #1.
Forgetting “the WHY”
#2.
Rushing the learning
process
#3.
Picking the wrong trainer
#4.
Missing the opportunity
to continuously improve
Common Mistakes
6. How to Make an Effective Training?
Training
Need
Analysis
7. To identify training
needs at employee,
departmental or
organizational level in
order to help the
organization to
perform effectively.
What’s That?
To ensure that training
addresses existing
problems, is tailored to
organizational
objectives, and is
delivered in an
effective and cost-
efficient manner.
What for?
9. Organizational Needs
What would the church
like to achieve … years
from now?
How would the church
like to be viewed by
customer?
How is the
implementation of
church’s principles and
standards?
10. Person Needs
• Who will receive the
training?
• Who will conduct the
training?
• What is their learning
styles?
• Do they have required
skills?
• How is their competency
level?
• Etc.
11. • How much the price?
• How about the funding?
• How about the
training’s return of
investment?
• Etc.
Cost Benefit Needs
12. Performance Needs
• Are the participants
performing up to the
established standard?
• If performance is below
expectations, can
training help to improve
this performance?
• Is there a Performance
Gap?
13. Work/Task Needs
• What tasks are
performed?
• How frequently are they
performed?
• How important is each
task?
• What knowledge is
needed to perform the
task?
• How difficult is each task?
• What kinds of training are
available?
14. Content
• How about:
The training material (ex:
handout, workbook)
The training approach (ex:
cognitive, behavior)
The training model (ex:
indoor, outdoor, classroom,
OJT)
The training method (ex:
discussion, case study,
games, role play)
The training place (ex:
hotels, meeting room, camp)
15. Sustainability - Suitability
• What will happen after
training?
• How about:
The monitoring
The evaluation
The result
• Does the training become
the best solution to solve
the problem?
• How much the possibility
of training effectiveness?
• Etc.
16. • Direct observation
• Questionnaires
• Consultation with persons
in key positions, and/or
with specific knowledge
• Review of relevant
literature
• Interviews
• Focus groups
• Assessments/surveys
• Records & report studies
• Work samples
Assessment
Data
Analysing
17. #2. DESIGN
Must Have Things:
Learning objectives
Learning strategies
Performance test
18. Public Speaking Training
DOMAIN
• Knowledge
• Skill
• Attitude
QUESTION TO MAKE LO
• What will they know about public
speaking?
• What will they be able to use
their public speaking experience?
• What will they care about public
speaking?
Learning Objectives
Sometimes referred to as intended earning outcomes or course
specific goals
19. Any kind of method(s), mode(s), model(s) and approach(es) used in
delivery training material.
Place
• Indoor – Outdoor
• Sitting in chair or not
• Etc.
Participant
• Participant amount
• Gender
• Age
• Etc.
3M_A
• Presentation
• Study literature based
• Computer based
• Discussion
• Demonstration
• Game – Simulation
• On The Job Training (OJT)
• Etc.
Learning Strategies
20. The process of determining the effectiveness of training
Pre Test Post Test
Performance Test
Knowledge before
Skill sample
Knowledge after
Awareness possibility
