This document discusses employee training needs analysis and performance assessment. It explains that training is used to bridge gaps between existing employee skills/knowledge/attitudes and what is required. A needs assessment identifies performance requirements and any gaps between present and required performance. The document provides guidance on assessing needs for new hires, current employees, and new job positions. It also lists techniques for needs assessment, including analyzing materials, questionnaires, interviews, focus groups, meetings with key informants, observation, tests, and performance assessment.

1. Copyright 2006 by Atul Mathur
Organisational performance
Employee performance
Employee Skills, Knowledge and Attitudes
Employee education, experience and training

2. Copyright 2006 by Atul Mathur
Training?
Training is an
intervention to
bridge the gap
Existing
• Skills
• Knowledge
• Attitudes
Required
• Skills
• Knowledge
• Attitudes

3. Copyright 2006 by Atul Mathur
Training Need Analysis (TNA)
Existing
• Skills
• Knowledge
• Attitudes
Required
• Skills
• Knowledge
• Attitudes
TNA is a tool to
identify the gap

4. A needs assessment is the process of
identifying performance requirements
and the "gap" between what
performance is required and what
presently exists.

5. Asking not just questions…but
? ? ?Asking the
RIGHT
questions!

6. If you are assessing the performance of: Then:
New hires
• Interview managers/supervisors to determine
expectations of new hires.
• Interview and observe exemplary performers
to determine what they do on the job to meet
expectations.
Those currently
performing the job
• In addition to the groups mentioned above,
also interview average performers to
determine what is getting in the way of
desired performance.
A new job position
• Interview the people who created the
position.· Interview the people who are
affected by the outputs of the position's job
tasks.
• Interview the people to whom this position
reports.
• Interview the people who will work closely
with the people in this new job.

7. There are several basic Needs Assessment
techniques. Use a combination of some of these, as
appropriate:
 analysis of existing written materials, documentation
and available data, previous surveys and studies,
review of relevant literature
questionnaires
interviews
focus groups
exploratory meetings with key informant (consultation
with persons in key positions, and/or with specific
knowledge)
direct observation
tests
performance assessment

8. “Remember, training is
not what is ultimately
important… performanceperformance
is.”
Marc Rosenberg