UNIT II TRAINING AND ASSESSMENT OF NEEDS Training Need Analysis –

reasons , method of data collection, criteria for data collection – training design-
task analysis – basic learning styles of participants , factors influencing the
learning process. Competence assessment and Skill gap analysis.
Training Needs Analysis (TNA) is a systematic process for identifying and
addressing gaps between what employees currently know or can do, and what they
should know or be able to do to fulfill specific job requirements or organizational
goals. Conducting a TNA typically involves several key steps:

1. Identify the Purpose and Scope: Clarify the objectives of the training needs
analysis and the scope of the assessment. Determine whether the TNA will focus
on specific departments, job roles, skills, or the entire organization.

2. Gather Data: Collect relevant information from various sources such as job
descriptions, performance appraisals, feedback from managers and employees,
customer feedback, industry standards, and any existing training materials or
programs.

3. Analyze the Data: Review and analyze the data to identify performance gaps,
skill deficiencies, and areas where training or development could lead to improved
performance or productivity.

4. Prioritize Needs: Prioritize the identified training needs based on factors such as
impact on business goals, frequency of occurrence, and criticality to job
performance.
5. Develop Training Solutions: Once the training needs are identified and
prioritized, develop appropriate training solutions to address the identified gaps.
This could involve designing new training programs, modifying existing ones, or
utilizing external training resources.

6. Implement and Evaluate: Implement the training programs and periodically

evaluate their effectiveness to ensure that they are addressing the identified needs
and leading to desired performance improvements.

It's important to note that conducting a TNA requires a careful and thorough
approach to ensure that training resources are allocated effectively and that the
identified needs align with the organization's strategic objectives.

Training Need Analysis – reasons A Training Needs Analysis (TNA) serves

several crucial purposes within an organization:

1. Identify Skills Gaps: TNA helps to identify gaps between the skills and
knowledge that employees currently possess and the skills they need to perform
their roles effectively. This identification allows organizations to focus on targeted
training programs to bridge these gaps.

2. Prioritize Training: By conducting a TNA, organizations can prioritize training

needs based on their impact on business objectives and the frequency of
occurrence. This ensures that training resources are allocated efficiently to address
the most critical needs.
3. Align Training to Business Needs: TNA ensures that training programs are
aligned with the strategic goals of the organization, focusing on areas that will
contribute most to the overall success of the business.

4. Improve Performance: TNA helps to identify specific areas where performance

can be improved through targeted training interventions, leading to increased
productivity, efficiency, and quality of work.

5. Identify Return on Investment: TNA enables organizations to assess the

potential return on investment (ROI) of training initiatives by understanding the
specific skills and knowledge gaps that, once addressed, can lead to tangible
improvements in performance and results.

6. Addressing Actual Business Needs: TNA ensures that the training being
developed and implemented directly addresses the real needs of the organization,
as opposed to assumptions about what the needs might be.

7. Categorize Training Needs: TNA assists in categorizing training needs based on

job roles, departments, or specific skill sets, allowing for targeted and tailored
training solutions.

8. Training Evaluation: TNA provides a basis for evaluating the effectiveness of

training programs by setting benchmarks and performance indicators derived from
the identified needs.
9. Employee Development: It allows for personalized, professional, and personal
development needs to be identified, boosting employee engagement and ensuring
that the organization supports its employees' growth.

By addressing these reasons, organizations can effectively design and implement

training programs that directly align with their strategic objectives and contribute
to the continuous improvement of their workforce.

For conducting a Training Needs Analysis (TNA), various methods of data

collection can be employed to gather comprehensive insights. Some effective
methods include:

1. Surveys and Questionnaires: These can be used to collect quantitative and

qualitative data from employees and managers to identify skill gaps, knowledge
deficiencies, and training preferences.

2. Observations: Direct observation of employees in their work environment can

provide valuable information about their day-to-day tasks, behaviors, and skill
levels.

3. Interviews: Conducting one-on-one interviews with employees, supervisors, and

key stakeholders allows for in-depth discussions about specific training needs and
challenges faced in the workplace.

4. Focus Groups: Bringing together small groups of employees to discuss training

needs, challenges, and potential solutions can provide valuable insights from
different perspectives.
5. Job Task Analysis: Analyzing specific job roles and their required tasks,
responsibilities, and competencies can help identify training needs at the individual
job level.

6. Performance Appraisals and Reviews: Reviewing performance evaluation data

can highlight areas where employees may require additional training or
development.

7. Customer Feedback: For customer-facing roles, feedback from customers or

clients can offer insights into areas where employee training may be needed to
enhance customer satisfaction.

8. Work Sampling: This involves collecting data on the actual work activities
performed by employees to understand their daily tasks, skill utilization, and
potential areas for improvement.

By using a combination of these methods, organizations can gather a holistic view

of the training needs within their workforce, guiding the development of targeted
and effective training programs.

The criteria for data collection for training needs analysis typically
encompasses the following methods and tools:

1. Surveys and Questionnaires: Using quantitative and qualitative surveys to gather

insights from employees, managers, and stakeholders about their training needs,
preferences, and challenges.
2. Interviews and Focus Groups: Conducting one-on-one interviews and focus
group discussions to delve deeper into specific training needs, skill gaps, and
performance expectations.

3. Observations and Assessments: Direct observation of employees in their work

environment to understand their day-to-day tasks, behaviors, and skills, along with
formal assessments of their job performance.

4. Documents and Records: Reviewing relevant documents such as job

descriptions, performance appraisals, and past training records and materials to
identify training needs.

5. Feedback and Suggestions: Encouraging open feedback from employees and

managers regarding the training they feel they need or have found beneficial in the
past.

6. Data Analysis and Synthesis: Analyzing and synthesizing the gathered data to
identify patterns, trends, and common areas of improvement across the
organization.

These criteria provide a comprehensive approach for collecting data to conduct a

thorough training needs analysis, ensuring a holistic understanding of the
organization's training requirements.
training design FOR EMPLOYEES
Designing effective training for employees involves a structured approach to
ensure that the training program meets the specific needs of the employees and the
objectives of the organization. Here are steps for designing a training program for
employees:

1. Assess Training Needs: Begin by conducting a thorough assessment of the

training needs within your organization. Identify the knowledge, skills, and
abilities that employees require to perform their roles effectively.

2. Develop Learning Objectives: Clearly define the learning objectives that

describe the skills and knowledge that employees should acquire as a result of the
training program. These objectives should be specific, measurable, achievable,
relevant, and time-bound (SMART).

3. Design Training Materials: Create training materials, including presentations,

handouts, videos, and interactive activities that align with the defined learning
objectives. The materials should be engaging and cater to different learning styles.

4. Delivery Method: Select the most appropriate delivery method for the training,
considering factors such as the size of the audience, the nature of the content, and
the available resources. This could include in-person training, e-learning,
workshops, or a blended approach.

5. Conduct the Training: Facilitate the training program while ensuring that it is
interactive, engaging, and allows for the application of new knowledge and skills.
Encourage employee participation and provide opportunities for practice and
clarification of concepts.

6. Evaluate and Assess: Implement a system to assess the effectiveness of the

training program. This can include pre- and post-training assessments, feedback
forms, or follow-up evaluations to measure the impact of the training on employee
performance.

7. Continuous Improvement: Use the feedback and evaluation results to continually

improve the training program. This might involve updating content, addressing
areas of improvement, or adapting to changes in the organization's needs.

By following these steps, organizations can design training programs that meet the
specific developmental needs of their employees, leading to improved performance
and overall workforce effectiveness.

Task analysis for employees involves systematically breaking down the tasks and
responsibilities associated with a particular job or role. Through this process, the
specific knowledge, skills, and behaviors required for successful task completion
can be identified. Here are some steps to conduct a task analysis for employees:

1. Identify the Job Role: Clearly define the job or role for which the task analysis is
being conducted. Understand the specific duties and responsibilities associated
with the role.
2. Gather Information: Collect data through methods such as interviews,
observations, and documentation review to understand the tasks and activities
involved in the job.

3. Break Down the Tasks: Analyze and break down each task into smaller
components. This involves identifying the individual steps, decisions, knowledge
requirements, and skills involved in completing each task.

4. Determine Skill Requirements: Identify the knowledge, skills, and abilities

(KSAs) needed to perform each task effectively. This includes technical skills, soft
skills, and any specific knowledge or certifications required.

5. Consider Environmental Factors: Take into account the physical and

environmental aspects that may impact task performance, such as workspace
layout, equipment, and safety considerations.

6. Document Findings: Record the detailed task analysis findings, including the
identified tasks, skill requirements, and environmental factors, which will serve as
the basis for designing training programs or performance evaluations.

By conducting a thorough task analysis, organizations can gain a comprehensive

understanding of the requirements of specific roles, enabling them to effectively
align training and development initiatives with the identified employee tasks and
responsibilities.
BASIC LEARNING STYLE
In the context of training employees, it's important to consider the various learning
styles that participants may exhibit. The most common learning styles that can be
beneficial to address in employee training are:

1. Visual Learners: These individuals prefer to learn through visual aids such as
charts, graphs, diagrams, and videos. They benefit from seeing information
presented in a visual format.

2. Auditory Learners: This group learns best through listening, and may respond
well to lectures, discussions, and verbal instructions. They often retain information
more effectively through verbal communication.

3. Kinesthetic Learners: These individuals learn by doing, and prefer hands-on

activities and interactive learning experiences. They benefit from practical
applications and physical involvement in the learning process.
FACTORS INLUENCING LEARNING
Understanding and accommodating these various learning styles in training
programs can lead to more effective and inclusive learning experiences for
employees. By incorporating a combination of visual, auditory, and kinesthetic
elements into training initiatives, organizations can better engage their employees
and improve the overall effectiveness of the training programs.

Several key factors can influence the learning process in training employees,
impacting the effectiveness of training initiatives. Some of these factors include:
1. Training Need Analysis: Understanding the specific learning needs and skill
gaps of employees is crucial to tailor training programs to address these
requirements effectively.

2. Training Objectives: Clear and well-defined training objectives help employees

understand what is expected from the training and what they need to accomplish.

3. Program Design: The structure, content, and delivery method of the training
program can significantly impact the learning process.

4. Faculty/Resource Person: The quality of the trainers or facilitators plays a vital

role in how effectively information is conveyed and knowledge is transferred to the
employees.

5. Audio-Visual Aids: The use of audio-visual aids can enhance understanding and
retention of training material, catering to different learning styles.

6. Learning Environment: The physical and psychological learning environment

can affect the engagement and focus of employees during training sessions.

7. Methodology: The training methodology, including the use of case studies,

simulations, and interactive sessions, influences the level of employee participation
and knowledge retention.

8. Learning Outcomes: Effective measurement and evaluation of learning

outcomes provide insights into the success of the training program and help in
identifying areas for improvement.
By considering and addressing these factors in the design and implementation of
training programs, organizations can optimize the learning process for their
employees and maximize the effectiveness of their training initiatives.

Competence assessment and skill gap analysis are vital processes for
understanding and addressing the knowledge and skill requirements of employees
within an organization. Here are the key aspects of both processes:

Competence Assessment:
1. Definition: Competence assessment involves evaluating the existing skills,
knowledge, and behaviors of employees to determine their proficiency and
capability in performing their roles effectively.
2. Method: Various assessment methods can be employed, including
self-assessment, peer assessment, supervisor evaluations, and performance
appraisals.
3. Importance: This process allows organizations to identify strengths and
weaknesses in employee competencies, facilitating targeted training and
development initiatives.
4. Outcome: The assessment results help in recognizing areas where employees
excel and areas that require improvement to align with organizational goals.

Skill Gap Analysis:

1. Definition: Skill gap analysis entails identifying the variance between the skills
and knowledge employees currently possess and the skills and knowledge required
to fulfill their roles optimally.
2. Method: Data can be gathered through interviews, surveys, performance
appraisals, and observations to identify specific skill gaps.
3. Importance: Understanding skill gaps allows organizations to develop focused
training programs and initiatives that address the identified deficiencies, ultimately
enhancing employee performance and organizational productivity.
4. Outcome: The analysis results in a clear understanding of the skills that need to
be developed, providing a roadmap for targeted training and development efforts.

Incorporating both competence assessment and skill gap analysis enables

organizations to make informed decisions about training needs, subsequently
enhancing the overall capabilities and performance of their workforce.

UNIT III TRAINING METHODS Non-experiential training techniques – lecture method, audio visual
assisted method, programmed instruction and computer assisted instruction method – suitability,
advantages and limitations. Experiential Training techniques: Experiential learning approaches,
simulation, in basket techniques, case study, role playing, T – groups, group discussion- Business games –
suitability, advantages and limitations. Coaching and Mentoring

UNIT IV TECHNICAL TRAINING SYSTEMS On the job and off the job technical training – training
approaches to improve productivity and quality- TQM, TPM, 5-s concepts, Six Sigma, Quality circles and
Kaizen. Agile Methodology, LEAN, SCRUM, Kan-Ban, Design of Experiments

UNIT V EVALUATION OF THE TRAINING Purpose of evaluation, Kirkpatrick’s four levels of evaluation,
guidelines for measuring the four levels, evaluation methods, ROI – process and benefits. Kaufman’s Five
Levels of evaluation, The Philips ROI.