This document discusses consultancy and training needs assessments. It defines consultancy as providing professional services and expert advice to external organizations. A training needs assessment determines if training is needed to address gaps between current and required performance. It explores reasons for these gaps and methods to close them. The levels of assessment include organizational, occupational, and individual. The steps involve collecting and analyzing data, designing objectives and measures, testing instruments, implementing data collection, and analyzing feedback. Factors that can lead to training needs include reorganizations, process improvements, staffing changes, and new technologies or regulations. Conducting assessments helps organizations achieve goals, reduce skills gaps, and direct resources effectively.

1. CONSULTANCY PRODUCT
PRESENTATION

2. What is consultancy?

3. • Consultancy is the provision of professional
services to external companies within a particular
field or a professional practice that gives expert
advice within a particular field.
Such services may include the identification of options with
recommendations; the provision of additional resources; and/or the
implementation of solutions."
• In a nutshell a consultant provides external
advice for organisations that require specialist
expertise or an objective outside perspective on
their business.

4. Our Approach and Methodology in
Consultancy

5. Training Needs Assessment (TNA)

6. Training Management Cycle
This presentation takes up TNA

7. Definition of TNA
• TNA is the method/process of determining if a training
need exists and if it does then what training is needed
to fill in the gaps to help individuals and the
organization accomplish their goals and objectives.
• A needs assessment is the process of identifying the “gap"
between performance required and current performance. When a
difference exists, it explores the causes and reasons for the gap
and methods for closing or eliminating the gap. A complete needs
assessment also considers the consequences for ignoring the gaps.

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

10. LEVELS OF A TRAINING NEEDS ASSESSMENT:
•Organizational assessment: evaluates the level of
organizational performance. An assessment of this type will
determine what skills, knowledge, and abilities an agency
needs. It determines what is required to alleviate the problems
and weaknesses of the agency as well as to enhance strengths
and competencies. Organizational assessment takes into
consideration various additional factors, including changing
demographics, political trends, technology, and the economy.

11. Occupational assessment :Examines the skills,
knowledge, and abilities required for affected
occupational groups. Occupational assessment
identifies how and which occupational discrepancies
or gaps exist, potentially introduced by the new
direction of an agency. It also examines new ways to
do work that can eliminate the discrepancies or gaps.
Individual assessment analyzes how well an
individual employee is doing a job and determines the
individual's capacity to do new or different work.
Individual assessment provides information on which
employees need training and what kind.

12. WHAT ARE THE STEPS IN A TRAINING
NEEDS ASSESSMENT
•Needs Assessment (collecting and analyzing
data)
•Design (program objectives, plan, measures of
success)
•Testing (prototype the instrument and process)
•Implementation (collection measures and update
as needed)
•Analysis & Evaluation (review feedback and
data collected)

13. Training Needs Assessment Process

14. Factors that may lead to Training Needs
•Re-organization processes
•Business Process Re-engineering
•Process Improvements
•Reductions in work force
•Layoffs/Transfers/New Hires
•Staffing Changes/Promotions
•Re-locations
•New equipment/Technology
•Performance/Safety Issues
•Problems in Production/Safety
•New Systems/Procedures
•Changes in Laws/Regulations
•Succession Planning
•Career Paths/Growth

15. WHY CONDUCT A TRAINING NEEDS
ASSESSMENT/SURVEY?
• A needs assessment/survey helps an
organization achieve its goals.
• The purpose of a training needs
assessment is to identify
performance requirements and the
knowledge, skills, and abilities
needed by an agency's workforce to
achieve the requirements.
• It reduces gaps between employee
skills and the skills required by the
job and department.

16. WHY CONDUCT A TRAINING NEEDS
ASSESSMENT/SURVEY?
• Identify the general content of the
training to be administered, forms
foundation of a training plan
You can re-administer the training needs survey after the
training has been performed to see if there was an
increase in performance/skills as measured by the
survey.
• An effective training needs assessment
will help direct resources to areas of
greatest demand. The assessment should
address resources needed to fulfill
organizational mission, improve
productivity, and provide quality
products and services.

17. CONCLUSION
Organizations deserve compelling and relevant training
with a significant Return On Investment (ROI).
This consultancy delivers , an in-depth assessment of an
organization’s pain points and knowledge gaps.