TRAINING

NEEDS
&
ASSESSMENT
LIEZEL JEAN A. DIOQUINO
JESSIBEL B. ALEJANDRO-JAGMOC
DISCUSSANT
JEANRUSE D. EBAL
DISCUSSANTS
 TRAINING

Training of employees in business and

industry may be defined as a carefully
planned and handled effort of
management through competent
instructors, to impart “know-how” and to
develop or improve certain phases of an
individual’s skills, attitudes, discipline,
behavior, or knowledge, to make him
either more effective on his present job or
better qualified for another job.
 OBJECTIVES OF TRAINING

EFFECTIVENESS ON
PRODUCTIVITY
THE PRESENT JOB

QUALIFICATION
MORALE BOOSTER
FOR A BETTER JOB
Training is also designed to help get employee adjusted to the
work situation, develop his pride and enthusiasm for the job,
maintain high standards of service, and to help prepare him for
advancement .
COMPANY POLICY ON TRAINING

For the guidance of all managers and

supervisors, it is necessary for a company
to formulate its policy and procedures on
the training and development of its
employees to assure the employees of
management’s commitment in their
development and in the improvement of
the quality of its products and services.
BASIC REQUIREMENT FOR TRAINING

It must be recognized that training is the company’s concern.

The company must recognize that the training is not a matter

of employee’s choice.

The firm must recognize training as a line responsibility

The company must recognize that training must be geared to the needs
of the individual as measured by the requirements of his present and
probable future job.
 TYPES OF TRAINING
Orientation or Induction of New
Guidance and Counseling
Employees

On-the-Job Training OJT Supervisory Training

Employee Training in Technical

or Nontechnical Areas
Travel or Observation Tours Training Within The Industry

Conferences, Lectures, Special

Job Rotation Vestitute Training
Seminars or Workshops

Apprenticeship Training Management or Leadership Learners in Industry

Development for Potential Managers

Dual-tech Training Study Grants Training Through Correspondence

Understudy and Special Projects or

Assignments Study Abroad Internet/Intranet Training
ORIENTATION/INDUCTION OF NEW EMPLOYEES

Orientation is the planned and guided program of adjustment of a new

employee to the company, his job and his associates in the job.

It is a joint responsibility of the personnel department and the

supervisor of the new employee.
ANALYZING TRAINING NEEDS

When can we say that an employee

needs training?
 ANALYZING TRAINING NEEDS

The need for training usually indicates in the

following instances:

 When a required skill is not possessed by anyone in the workforce.

 When an employee’s performance is in low standard, but he has potential to improved

his productivity.
 When morale or production is low.

 When there is a fast turnover of the personnel

When restiveness or dissatisfaction mounts.

When new technology is introduced.

Training need may be ascertained by considering
the following questions:

Is there a problem to be solved?

Where does it exist?

Who needs the training?

What is the nature of the training?

OTHER TRAINING NEEDS ASSESSMENT
METHOD

WORK SAMPLES REPORTS

CRITICIAL
INCIDENT
OBSERVATION METHOD
TESTS

KEY PERSONNEL
CONSULTATION INVENTORIES

GROUP LEARNING
DISCUSSION AGENDA
WHO IS RESPONSIBLE FOR
TRAINING?
WHO IS RESPONSIBLE FOR
TRAINING? After
determ
needs ining
superv of a n t h e t ra
i emplo i ning
manag so r with ye e , t h
e r ma t he app e
provid y cond ro v a l
e the n uct th of his
coope ecessa e tr a in
ration ry fa c ing or
manag with t il i tie s
er or t h e pe r in
r a ini n sonne
g dire l
ctor.
CRITERIA FOR EVALUATION OF TRAINING

Training effectiveness should be assessed

based on long-term performance, not to the
immediate superficial results.
SUGGESTED FIVE STEPS FOR A MEANINGFUL EVALUATION:
- JOHN M. KELLY

Determine what to measure.

Establish a base line.

Isolate variables

Measure attitudes

Measure performances
METHODS OF EVALUATING TRAINING

Case Study

Pre-test/Post-test Comparison

Pre-test/ Post-test Control Group Design

Solomon Four-group Design

MANAGEMENT TRAINING PROGRAMS

An area that business organization want to

ensure in management development.

Should be well planned to ensure that

development objectives are truly
commensurate with the efforts and
expenditure involved.
Underlying Reasons for Management Training
for Supervisors:

 Supervisors form the vital link between

management and workers.

 Most supervisors rose from the ranks with

little or no training for management work.

 Changes within supervisory and supportive

staff are unavoidable.

 Supervisors must meet technological changes.

ADVANTAGES OF MANAGEMENT DEVELOPMENT

 It improves the quality of leadership and the ability to meet problems involved as
managing personnel.

 It helps develop effective supervisor who understand the basic principles of planning,
organizing, directing, and coordinating the activities of workers with material, machine
and time.

 It promotes and maintain good employee relation through knowledge of how to get along with
the people and inspire them for greater achievement, understanding their capacities and
personal characteristics and enhancing proper attitude toward their work.

 It makes supervisors more effective in training their workers, both new and old in order
to make them efficient in their present jobs and to enable them to perform new
operations demanded by changing conditions.