The document discusses training need analysis for new and current employees. For new employees, task analysis is used to determine the specific skills required for the job. Job descriptions and specifications are also consulted. For current employees, a gap analysis is conducted to identify performance issues and growth opportunities. A variety of methods are used for needs assessment, including group, job/task, and individual analysis through techniques like performance appraisals, interviews, and questionnaires. Training needs can arise from a lack of ability, skills, information, knowledge, or changes in the economic, political, social, or technological environment.

1. Training need analysis
Need assessment methods and techniques;
(A) . For New employees
The methods used is Task Analysis. The aim is to
developed skill and knowledge. So, training is
usually based on task analysis, detailed study of
the job to determine what specific skills are
required
Job description and job specification are helpful to
indicate specific duties and skills required on the
job and becomes a reference point

2. Task Analysis for new employees require:
1. task list
2. when and how often performed
3. quantity and quality of performance
4. conditions under which performed
5. skills or knowledge required
6. where best learned

3. (B) For Current employees
- Steps to conduct need assessment
Step 1: conduct gap analysis( current situation,
desired or necessary situation)
Step 2: identify priorities and importance
Step 3: identify causes of performance problem/
opportunity
Step 4: identify possible solutions and growth
opportunities

4. Methods used in TNA (Current employees)
1. Group or organizational analysis
– Organizational goals and objectives
– Personnel skill inventories
– Organizational climate indices
– Efficiency indices
– Exit interview
– MBO or work planning systems
– Quality Circle
– Customer survey / satisfaction data
– Consideration of current and projected changes

5. 2. Job/ task analysis
– Job description
– Job specification
– Performance standards
– Work sampling
– Review literature on job
– Asking questions about job
– Training committees
– Analysis of operating problems

6. 3.Individual/ person analysis
– Performance Appraisal data
– Work sampling
– Interview
– Questionnaire
– Test (KASOC)
– Attitude survey
– Training progress
– Assessment center
– Critical incidence

7. ability -- it referes to demonstrated competence
to perform an observable behavior or a behavior
that results in an observable product
skill -- it is a competence to perform or learned,
psychomotor act, and may include a manual,
verbal or mental manipulation of data, people or
things.
other personal characteristics-- it includes
personality factors( attitudes), aptitudes, or
physical or mental traits needed to perform the job

8. Information
Can be provided in the form of study material or
documents in advance or part of training kit
Examples of training need involving lack of
information are:
– Legal provisions or legislation
– Job specification
– Staff rules and regulations
– Performa for competing performance report

9. Knowledge means dynamic and analytical
understanding of theories, concepts, principles and
issues related to the job of the participants and
their applications to specific situations in
performance of jobs. Examples are:
- Principles of effective management
– Concepts like Kaizen, six sigma, etc.
– Dynamics of human behavior
– Theories on leadership, team building, conflict
management , reward system, etc

10. Changes
The areas of change which have a major impact on organizations ,
fall into four main categories
- Economic changes: short term (part of a process) and long term
(growth rate, local & world market place, communities &
neighboring countries, and competition)
- Political changes:
legislation- changes in health and safety
trade relations( union laws)
public spending
peace

11. - Social changes:
* personal security (law and order situation)
* women's rights
* religion
* the environment
* health and safety
* demographics
- Technological changes:
* changing what we make
* changing the way we make and distribute
* changing the way we communicate & store information