Training need identification is the process of identifying problems in an organization that can be addressed through training and development programs. It involves defining the problem areas, collecting data on training needs, analyzing the data, providing feedback to management, and developing an action plan. The goal is to determine what specific training each employee requires to improve job performance and productivity, and whether training is needed or if issues stem from other organizational factors. This process helps organizations determine the appropriate content, scope, and desired outcomes of training and development programs.

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.