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Part II

TRAINING NEEDS ANALYSIS

“Training Needs Assessment” (TNA) is the method of determining if a training need

exists and, if it does, what training is required to fill the gap. TNA seeks to identify accurately

the levels of the present situation in the target surveys, interview, observation, secondary data

and/or workshop. The gap between the present status and desired status may indicate problems

that in turn can be translated into a training need (Gupta, 2007). A thorough Training needs

analysis provides you the information on what training is needed and who are to be trained.

Accordingly, the company can manage their finances effectively and efficiently on the right

trainings to be conducted to the right people who needs it. With the use of TNA, the researcher

will be able to make the proposed training design that will fill the gap between the Iligan City

Waterworks System employee’s performances and to materialize its objective as a department.

There are five divisions in the department namely: Administrative Division; Engineering

Division; Operations and Maintenance Division; Production Division; and Commercial and

Information Management Division. The researcher begins the TNA process by grouping the

employees according to their functions such as monitoring, inspection and repair except

functions under Administrative Division but are willing to undergo training which they find

helpful in assisting customers’ concerns. After going through random selection, the 29 selected

employees are interviewed about their training requirement and rank it with the most needed.

Next, come up with the training objectives. Lastly, the researcher then connects the result of the

survey to the training objectives and the job performance.

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Figure 2. Training Needs Analysis Model

The proponent conducted a survey using Appendix B to the selected 29 ICWS employees

are interviewed of what is the best training for a career development that they are willing to

participate. The training which is needed that will harness their competencies at work. The

following reflects the training that they have pondered to be engaging and helpful in their present

and future career plans and development that will help contribute in the organization they belong

to.

a. Valve Maintenance and Piping System Seminar

The purpose of Valve Maintenance and Piping System Seminar will be to develop in

participants a working knowledge of various valves, as well as different procedures and

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regulations associated with and the skills they need to keep plumbing and piping systems

functioning at all times and how to recognize and repair common problems.

b. Customer Relations in the New Normal

This training is needed in order to gauge the gap between customers and employees this

time. Where customers demand high speed information; the role of the customer service

function and the employees who deliver this is pivotal. In this seminar, employees will

learn new ways to listen to customers and expand the parameters of what have listen for.

c. Geographical Information System

The seminar include the basic types of geographic information system in GIS, use of data

from topographic maps and GIS terrain. The application of information systems is the

solution of specific resource management problems. The participants will enable to

conceptualized framework that provides ability to capture and analyse spatial and

geographic data.

d. Chlorine Handling and Safety Seminar

Because chlorine is the main chemical use for treating water, it is important that the

employees directly involved should recognize the physical hazards of chlorine in the

workplace, identify the health hazards of chlorine exposure, identify exposure controls to

protect against chlorine hazards and identify how to respond to a chlorine spill or release.

This helps the department in minimizing casualties upon exposure of this chemical.

e. Seminar on Pump Motors and Electrical Controls

The objective of this seminar is to introduce the basic operation of electrical control

panels and to provide a basic understanding of features and functions which should aid in

the operation, maintenance, and troubleshooting of typical water pump controls panels.
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Rank the Training Needs by Group

A training needs assessment lays the necessary groundwork for determining the organization's

true need and how your employees will best receive the required training. The following is the ranking

of training needs per result of the interview of the selected employees who represent each

division of the organization, as follows:

Table 2

Rank of Training Needs

Training Needs No. of Rank

Personnel

1. Preventive Maintenance and Piping 10 1

System

2. Customer Relations in the New Normal 4 4

3. Geographical Information System 5 3

4. Chlorine Handling and Safety Seminar 3 5

5. Seminar on Pump Motors and Electrical 7 2

Controls

Legend: No. 1 is the highest and most essential, and No. 4 the least needed per

result of the interview.

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Findings and Recommendations

Based on the above data 10 employees favoured to attend training on Valve Maintenance

and Piping System, 7 employees wanted to attend on Seminar on Pump Motors and Electrical

Controls, 5 employees are willing to participate on Geographical Information System, 4

employees are keen to join Customer Relations in the New Normal and the least are interested on

Chlorine Handling and Safety Seminar around 3 employees.

Further, the result relate that most employees preferred the Valve Maintenance and

Piping System to engage and to participate with. Participants of the survey expect to gain large

information on the specified topic in every little time and anticipates to discuss challenges,

problems with their peers and to experts. Since most of the participants have recognizes their

limited information on technological advances making it more interesting and valuable to them.

And this is also a chance to minimise the gap between new and old employees for they can

interact with each other to equip themselves with the general knowledge of topic and share

information with everyone.

In addition, this is a way for the department to boost the morale of the employees since

this is acting as a reward for exceptional employees. The renewed enthusiasm of employees and

their improved understanding on their job means higher productivity. The nature of the job

requires not just to be equip with particular technical skill but also to gain more understanding on

the objective of the department.

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