The document discusses the process of conducting a training needs assessment. It explains that a needs assessment involves three levels of analysis: organizational analysis to determine where training is needed within the organization, task analysis to understand the skills required for specific jobs, and individual analysis to evaluate how well individual employees are performing their jobs and who needs additional training. The overall goal of a needs assessment is to identify performance gaps and determine if training can help address them in a cost-effective manner.

1. Report by: LGBT

2. • In reading different articles and
books, you will come across the
words need
assessment and need analysis.
Needs • The terms are interchangeable,
but they have the same meaning
Assessme and purpose, to assess and
nt and analyze.
• The primary purpose of the
Needs training needs assessment -
Analysis? analysis process is to ensure that
there is a need for training and to
identify the nature of the content
of the training program.

3. The first step in the performance improvement
•
process is the training needs assessment.
Source:
http://www.business.mnsu.edu/mfox/class%20items%20445/Conducting%20a%20Training%20Needs%20Assessment.htm

4. •The training needs assessment is a critical
activity for the training and development
function. Whether you are a human resource
generalist or a specialist, you should be
adept at performing a training needs
assessment (Miller, 2002)

5. •To determine what training is relevant to your
employees’ jobs,
•To determine what training will improve
performance,
•To determine if training will make a difference,
•To distinguish training needs from organizational
problems, and
•To link improved job performance with the
organization’s goals and bottom line.
Source: Swist, 2001

6. There are
• three levels of needs
assessment:
–Organizational analysis,
–Task analysis
– Individual analysis.

7. Organizational analysis looks at the effectiveness of the
•
organization and determines where training is needed and
under what conditions it will be conducted.
Sources including:
Organizational goals and objectives, mission statements, strategic
plans.
• Staffing inventory, succession planning, long and short term
staffing needs.
• Skills inventory: both currently available and short and long term
needs, organizational climate indices: labor/management
relationships, grievances, turnover rates, absenteeism,
suggestions, productivity, accidents, short term sickness,
observations of employee behavior, attitude surveys, customer
complaints.

8. • Analysis of efficiency indices: costs of labor, costs of materials,
quality of products, equipment utilization, production rates, costs of
distribution, waste, down time, late deliveries, repairs.
• Changes in equipment, technology or automation.
• Annual report.
• Plans for reorganization or job restructuring.
• Audit exceptions; reward systems.
• Planning systems.
• Delegation and control systems.
• Employee attitudes and satisfaction.

9. Task analysis provides data about a job or a
•
group of jobs and the knowledge, skills,
attitudes and abilities needed to achieve
optimum performance.
–Job description
–KSA analysis
–Performance standards
–Observe the job

10. –Perform the job
–Job inventory questionnaire
–Review Literature about the Job
–Ask questions about the job
–Analysis of operating problems

11. •Individual analysis analyzes how well the
individual employee is doing the job and
determines which employees need training and
what kind.
–Performance evaluation
–Performance problems
–Observation
–Work samples
–Interviews
–Questionnaires
–Attitude Survey
–Checklist or training progress charts

13. • 1st Step-Identifies a Need
• 2nd Step-Determine, as precisely as
possible, present level of performance
• 3rd Step-Determine whether the
problem is a training problem
• 4th Step-outlining a training program
and approach that will meet your
objectives
• 5th-Determine the cost of the program

14. Deals with the issue that arise
from an existing or potential
problem or requirement.
Where do you want to be?
and what are the goals,
standards, objectives you
are seeking to attain?

15. Where are you now?
What are your
people’s present
behavior?

16. • or whether it is an
organizational
problem, a systemic
problem, or a
motivational
problem.

17. • If it is a training problem,
management must
decide how training can
be designed to bring the
company closer to the
achievement of its goals
and objectives.

18. • An important part of this
fifth step is determining
what deficiencies can
be corrected in a cost-
effective way.

19. Rosset A.(1987).Training Needs
Assessment.Retrieve
March5,2013on
(http://www.google.com.ph/
books)
MillerJ.A.& Osinski,
D.M.(1996).Training Needs
Assessment
http://www.indresinc.com/TR
AININGNEEDSASSESSMENTPRO
CESS.pdf.pdf
http://www.indresinc.com/TR
AININGNEEDSASSESSMENTPRO
CESS.pdf.pdf
http://www.ispi.org/pdf/sugges
tedReading/Miller_Osinski.pdf