Training need identification involves analyzing gaps in employee knowledge, skills, and attitudes required for their jobs. This includes organizational, operational, and individual analyses. Organizational analysis examines how human resources strategies fit with business strategies. Operational analysis identifies tasks and skill levels required for each job. Individual analysis finds performance gaps through evaluations, observations, and surveys. Identifying accurate training needs through thorough analysis is important for effective training programs that provide benefits and make good use of investment funds.

1. Training need identification
presented by
Shafeek.S

2. Training
Training and development is any attempt to
improve current or future employee
performance by increasing an employees ability
to perform through learning, usually by
changing the employees attitude or increasing
his or her skills and knowledge.

3. Training need identification
 Training needs can been defined as the gap
between knowledge, skills and attitudes that
the job demands and already possessed by
trainee.
 On going process.
 It diagnoses present problems and future
challenges to be met through training &
development.

4.  It exists at all levels of the organization.
 Such needs have been identified from
requests from line managers.

5. • Organizational analysis.
• Operation analysis.
• Individual analysis.

6. Organizational analysis.
• Employees and their competencies have to be
managed and controlled.
• Huselid has said that ―the effectiveness of
the organization depends upon the extent to
which human resource strategies and business
strategies fit together.

7. Operation analysis.
• Operational analysis includes tasks which have to
be performed as the part of the given job, at the
level of which they have to be performed and of
the knowledge, skills and attitudes required to
achieve that level.
• The methods for such analysis are task analysis,
job expectation technique, core analysis, key task
analysis questionnaires, interviews, reports, tests,
observation, performance standards, job
description and other methods.

8. Individual Analysis
• An important plan of personal analysis is to
find out performance gaps.
• sources of information available for individual
analysis include performance evaluation,
performance problems ,observation, work
samples, interviews, questionnaires, attitude
surveys, and check lists or training progress
charts.

9. The failure to analyse training needs within the
organization will lead to lesser benefits and
huge investment in the training program.

10. Thank you