Training Need Analysis Presentation

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Information about Training Need Analysis Presentation

Published on November 21, 2010

Author: fayyazabid


Slide 1: TRAINING NEEDS ANALYSIS (TNA) Slide 2: Improving Performance Organizations are not stand-alone structures. They are made up of goals, people, values, philosophies, sentiments, communication styles, etc. Therefore, there are no short-cut solutions to improving employees’ performance. Training is only part of the solution, and often times cannot be considered as THE SOLUTION by itself. Slide 3: Factors of Employee Performance MEASUREMENTS Job Objectives (Results Achieved) Tasks (Assigned tasks are done) Capabilities (Knowledge, skills, attitude, habits) Other areas that affect performance: Strategic directions Systems, processes and resources Leadership style Personal situation ? Slide 4: Performance Analysis for Training Performance Probing Capability Yes Reasons Lack of awareness Lack of knowledge, skills, attitude Lack of practice Short-cut Solutions No Reasons Insufficient condition Performance receives punishment Performance is not rewarded Provide Remove Punishment Provide Incentive Slide 5: Is the systematic process used to determine what needs to be done to bring performance to the expected level. Needs Analysis It is used when making sure that the right training is being provided to the right employees Slide 6: Uses of Needs Analysis To improve performance in individuals and organizations To increase the relevance and effectiveness of training Slide 7: What does Needs Analysis determine? Employee’s KSA If training is needed Any barriers to performance When job standards and Expected Performance (EP) don’t match one’s Actual Performance (AP), a Performance Discrepancy or “gap” (PD) exists. PD = EP - AP Slide 8: No single way of conducting TNA Dependent on: Availability and reliability of pertinent data Time devoted to study Cooperation from interviewees and top management General 3-stage procedure: Surveillance Investigation Analysis Slide 9: Surveillance Review of vital data of organization Maintain contacts with individuals to assess attitudes and feelings Be informed of current policies, targets, and standards related to work performance Analytical Tools Informal interviews Observations Survey methods Performance tests Formal interviews Reports Records and documentations Advisory committees Formal research Slide 10: Investigation When: A performance gap is discovered Management requests training Management thinks a training need is present Common techniques: Observations: personal, filmed Interviews: individual, group Questionnaires: checklists, rating scales Diaries: records of activities Work samples Performance appraisals Organization and methods studies: work studies Psychological tests Slide 11: Analysis Involves examination of data in order to: Eliminate invalid information Group and summarize remaining data Draw up conclusions Prepare a communication report Headings for grouping and summarizing data: Organizational analysis Operations (job) analysis Person analysis Slide 12: Individual Training Needs Indicator is deficiency in skill or knowledge related to required performance (make sure this is the real reason) Key questions to be answered: What does his job require him to do? Does he perform according to standard? Does this indicate a need for training? What action is proposed? Slide 13: Logical Approach Job Description Appraisal of performance Training Plan Other Appropriate action Re-appraisal of performance Slide 14: By conducting Training Needs Analysis: Company saves time and money Determines a benchmark for evaluation of training Increased motivation of employees Essential for implementing strategic plans Slide 15: Thank you for your time! Should you need additional information, simply contact : Administration Department AQESA Head Office Dammam

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