TRAINING &

DEVELOPMENT

Done by
Neha choraria
INFOSYS
Infosys Technologies Ltd. was started in 1981.
Today, they are the global leader in the "next
generation" of IT and consulting with revenues of
over US$ 4.8 billion .
DIMENSIONS OF COMPLETE
ANALYSIS
The complete analysis is based on three dimensions:

•Organizational Dimension
•Business Process Dimension
•Role Dimension
5 PHASES OF GAP ANALYSIS
Define - Define the scope and success criteria for
the training program being assessed
Collect - Gather data points on training plans and
content
Analyze - Analyze core applications and
processes and audience/end-user population 
Validate - Validate existing gaps in training and
highlight  missing training content/support
Recommend - Recommend training mitigation
plan to address gaps
THE FRAMEWORK FOR IDENTIFYING TRAINING NEEDS
METHODS OF IDENTIFYING TRAINING NEEDS

Training needs will differ with the

backgrounds of the employees to be trained,
and their present status in the organization.
Basically, a candidate for training may come
from any one of three groups :
1. New hires
2. Veteran employees
3. Trainees currently in the training pipeline
( currently in the training program )
TECHNIQUES FOR DETERMINING SPECIFIC TRAINING
NEEDS

Observation
 Interviews
 Questionnaires
 Job Descriptions
 The Difficulty Analysis
 Problem Solving Conference
 Appraisal Reviews
Drive Pattern Identity
Analysis of Organizational Policy
 BENEFITS THROUGH INTERVIEWING :

1. You build credibility with your interviewees

by asking intelligent questions and
Listening well to their answers
2. You obtain employees’ personal involvement
and commitment to your efforts
3. You establish personal relationships with
potential trainees who are important to your
success as a needs analyst and trainer
THANK YOU