Training Needs Assessment

Report by: LGBT

 In reading different articles and
books, you will come across the
wordsneed
assessmentandneed analysis.
Needs The terms are interchangeable,
Assessm but they have the same
meaning and purpose, to assess
ent and and analyze.
Needs The primary purpose of the
training needs assessment -
Analysis? analysis process is to ensure
that there is a need for training
and to identify the nature of the
content of the training program.
What is TNA ?
The first step in the performance improvement

process is the training needs assessment.

Aneedis not a want or desire. It is a gap between
"what is" and "what ought to be". The needs
assessment serves to identify the gaps, and
considers if the problem can be solved by training.
The assessment is part of a planning process
focusing on identifying and solving performance
problems.

Source:
http://www.business.mnsu.edu/mfox/class%20items%20445/Conducting%20a%20Training%20Needs%20Assessment.htm
 What is a TNA?

The training needs assessment is a critical

activity for the training and development
function. Whether you are a human
resource generalist or a specialist, you
should be adept at performing a training
needs assessment (Miller, 2002)
Why TNA conducted?

To determine what training is relevant to your

employees jobs,

To determine what training will improve

performance,

To determine if training will make a difference,

To distinguish training needs from organizational

problems, and

To link improved job performance with the

organizations goals and bottom line.

Source: Swist, 2001

Needs Assessment

There are

three levels of needs

assessment:
Organizational analysis,
Task analysis
Individual analysis.
 Organizational Analysis
Organizational analysis looks at the effectiveness of the

organization and determines where training is needed and

under what conditions it will be conducted.

Sources including:
Organizational goals and objectives, mission statements, strategic
plans.
Staffing inventory, succession planning, long and short term
staffing needs.
Skills inventory: both currently available and short and long term
needs, organizational climate indices: labor/management
relationships, grievances, turnover rates, absenteeism,
suggestions, productivity, accidents, short term sickness,
observations of employee behavior, attitude surveys, customer
complaints.
Organizational Analysis
Analysis of efficiency indices: costs of labor, costs of materials,
quality of products, equipment utilization, production rates, costs of
distribution, waste, down time, late deliveries, repairs.
Changes in equipment, technology or automation.
Annual report.
Plans for reorganization or job restructuring.
Audit exceptions; reward systems.
Planning systems.
Delegation and control systems.
Employee attitudes and satisfaction.
Task Analysis

Task analysis provides data about a job or a

group of jobs and the knowledge, skills,

attitudes and abilities needed to achieve
optimum performance.
Jobdescription
KSAanalysis
Performancestandards
Observethejob
Task Analysis

Performthejob
Jobinventoryquestionnaire
Review Literature about the Job
Ask questions about the job
Analysis of operating problems
Individual Analysis
Individual analysis analyzes how well the individual

employee is doing the job and determines which

employees need training and what kind.
Performance evaluation
Performance problems
Observation
Work samples
Interviews
Questionnaires
Attitude Survey
Checklist or training progress charts
The Process of TNA
 The Process of TNA
1st Step-Identifies a Need
2nd Step-Determine, as precisely as
possible, present level of performance
3rd Step-Determine whether the problem
is a training problem
4th Step-outlining a training program and
approach that will meet your objectives
5th-Determine the cost of the program
 Deals with the issue that
arise from an existing or

1st potential problem or

Step- requirement.
Identif
Where do you want to be?
es a and what are the goals,
Need standards, objectives you
are seeking to attain?
2nd Step-
Determine, as
precisely as
Where are you now?
possible, What are your
present level peoples present
of
performance behavior?
3rd Step-
Determine or whether it is an
whether organizational
the
problem is problem, a
a training systemic problem,
problem
or a motivational
problem.
 If it is a training
problem, management
4th Step-
outlining a must decide how
training training can be
program and
approach that designed to bring the
will meet your
objectives
company closer to the
achievement of its goals
and objectives.
5th-
Determin
An important part of
e the
cost of this fifth step is
the determining what
program deficiencies can be
corrected in a cost-
effective way.
 Rosset A.(1987).Training
Needs
Assessment.Retrieve
March5,2013on (
http://www.google.com.p
References h/books
)
MillerJ.A.& Osinski, D.M.
(1996).Training Needs
Assessment
http://
www.indresinc.com/TRA
ININGNEEDSASSESSMENTP
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