Presentation on the importance of Training Needs Analysis in an organization. Presented in University Malaya on 15th March 2020.

1. TRAINING NEEDS ANALYSIS
MODULE:TRAINING AND DEVELOPMENT
LECTURER: DR.TM CARLTON
Priyadarsini Palaniapan

2. INTRODUCTION
The process of
identifying training
needs in an
organization for the
purpose of
improving employee
job performance

3. IMPORTANCE OF TRAINING NEEDS ANALYSIS
01
Designing New and Revising Current
Trainings
02 Improve Efficiency and Effectiveness
03 Consolidate or Remove Unwanted
Programmes
04 Ensuring Motivation and Skills
05 To Ensure Skills Used On The Job
06 Choosing Training methods
07 To Ensure Trainings Achieved Desired
Outcomes
08 To Create Positive Learning Environment

4. 1
2
3
5
4
CONCERN
 Training Needs Originates
With a Concern
IMPORTANCE
 Central toThe Effectiveness
of the Organization
CONSULT STAKEHOLDERS
 Link Training Plan to Business Strategy
 Develop High SkilledWorkforce
DATA COLLECTION
 Organizational
 Operational
 Individual
NEEDS ANALYSIS
OUTCOMES
 Sets the Stage for
Training &
Development Process
TRAINING NEEDS ANALYSIS PROCESS

5. MCGHEE AND THAYER’STHREE LEVEL ANALYSIS
01 Organizational
Analysis
02 Task Analysis
03Individual Analysis

6. STRATEGY
 Mission
 Goal
 Objective
ORGANIZATIONAL ANALYSIS
ENVIRONMENT
 External
Environment
 Internal
Environment
RESOURCE
ANALYSIS
 Resources
Available
ORGANIZATIONAL
CONTEXT
 Size
 Centralization
 Culture
 Managerial
Structure

7. Identify Target
Jobs
Develop Rating
Scales
Obtain Job
Description
Survey Incumbents
TASK ANALYSIS
Analyze and Interpret
Information
Provide Feedback

8. Define Desired Performance
 Establish Standards for Performance
 Important In The Needs Analysis
 Important In Evaluating The
Effectiveness of Training
INDIVIDUAL ANALYSIS
Determine Gap
 A Comparison Is Made Between
The Standard Level of
Performance and Employee’s
Performance
Identify Obstacles
 Determine The Cause or Source ofThe Gap
 RemoveThese Obstacles for Effective Performance

9. METHODS USED IN TRAINING NEEDS ANALYSIS
Organizational
Analysis
Business
Goals
Employee
Inventory
Skills
Inventory
Customer
Satisfaction
Data
Organization
Culture
Task Analysis
Job
Description
Job
Specification
Work
Performance
Standard
Analysis of
Operational
Problems
Observation
Individual
Analysis
Data from
Performance
Appraisals
Work
Samples
Interviews and
Questionnaires
Assessment of
Knowledge, Skills
and Ability
Employee and
Customer
Surveys

10. TRAINING NEEDS ANALYSIS OUTCOMES
1 3 5 7
2 4 6 8
Performance
Gap
Solutions to
Performance
Gap
Where
Training Is
Needed
Type of
Training
Needed
Learning
Objectives
Who
Needs To
Be Trained
Design
and
Delivery of
Training
Development
of Criteria for
Evaluation

11. FINDINGS
AND
RECOMMENDATION

12. FOUR STAGES OF COMPETENCE
01
Unconscious
Incompetence
Unaware of The Skill and
Your Lack of Proficiency
04
Conscious
Competence
Able To Use The Skill But
Only With Effort
02
Conscious
Incompetence
Aware of The Skill but Not
Yet Proficient
03
Unconscious
Competence
Performing the Skill
Becomes Automatic

13. DUNNNING-KRUGER EFFECT
0%
100%
CONFIDENCE
EXPERIENCE
(Knowledge in Field)
No Knowledge Expert

14. CONCLUSION
Organization Performance
Employees’ Performance
Employees’ Skills
Employees’ Knowledge
Employees’ Attitude
Employees’ Education
Employees’ Experience
Employees’ Training