This document discusses different approaches to training needs assessment: 1. Training needs surveys gather opinions through questionnaires and interviews to identify required training. 2. Competence analysis identifies the knowledge and skills required for jobs and assesses gaps to determine training needs. 3. Performance appraisals analyze employee knowledge and skills against job requirements to find training needs. 4. Task analysis examines each job step and activity to identify training that could improve performance. 5. Feedback is collected from reports, supervisors, and colleagues to highlight where training could be valuable. 6. Management decision relies on management to determine who needs training and what topics based on plans and deficiencies observed.

1. Approaches to Training Needs
Assessment
By,
SHAFEEK S
GKMCMT

2. Training need assessment
‘Training needs assessment is the method of
determining if a training needs exists and, if it does,
what training is required to fill the gap.’

3. The gap between
the present status
and desired status
may indicate
problems hat in
turn can be
translated into a
training need.

4. Approaches to training need assessment
1. Training needs survey
2. Competence analysis
3. Performance appraisal approach
4. Task analysis approach
5. Feedback approach
6. Management decision approach

5. 1. Training needs survey
This approach is based on opinions and views.
Training needs assessment survey forms the basis/
benchmark for determining effectiveness of the
training administered.
The suitability of this approach depends on:
• Openness in the organisation culture
• Size of the organisation and its population
• Complexity of job.

6. Survey includes:
• Survey Questionnaires :Web based or
printed questionnaires distributed to
employees for completion.
• Personal Interview : Conducted by a
trained "interviewer" who follows an
interview outline (or set of questions) to be
asked during the interview.
• Personal Observations :An observation
of the employee at work. May be
structured or unstructured.

7. 2.Competence Analysis
• Relatively quicker
• Competence analysis identifies the knowledge, skills
and process abilities required to perform
organisations business activities.
• The views of all employees are collected and to
remedy the deficiency, suitable training need is
identified.

8. 3. Performance appraisal approach
• Relatively accurate approach for individual
training and development needs.
• This goes with analyzing knowledge, skill and
the job requirement.
• The main idea of this approach is to find out
whether the employees on the given work or
position have the required knowledge and skill
to do it properly or not.

9. 4.Task analysis
Task Analysis is the examination of each
step involved in completing a task or job, along
with a detailed description of the activities
performed in each task or job.
A task analysis can include elements such as
speed, duration, mental activity, environmental
factors, etc.

10. 5. Feedback approach
The feedback or information regarding the
necessity of T&D in a department for a group or
individual is collected. It can be from:
• Annual Reports
• Production Report
• Performance Report
• Comments of supervisors
• Comments of the colleagues etc.

11. 6. Management decision approach
In most of the small organization the
management decides who needs to be trained
and what needs to be taught. These decisions
are based on the future planning / career growth
plan or the deficiencies in their employees
directly noted by the top management

12. THANK YOU