2793484
Training Needs Analysis
- DEFINITION
- TNA is a process by which an organisation's HRD needs are identified and articulated.
- TNA is a process by which an organisation's HRD needs are identified and articulated.
- PURPOSE
- Identify Org's goals & effectiveness in reaching the goals
- Identify gaps between current skills and the skills needed to perform the job successfully in the future
- Identify the condition under which HRD activity will occur
- Identify gaps between em's skills and the skills required for
effective current job performance
- Identify Org's goals & effectiveness in reaching the goals
- IMPORTANCE
- Determine if training is the appropriate solution
- Ensures training is targeting the correct competencies,
the correct employees and is addressing the business
need.
- Ensures training is targeting the correct competencies,
the correct employees and is addressing the business
need.
- Determine if training is the appropriate solution
- LEVEL OF NEEDS ANALYSIS
- 2. TASK: A systematic collection of data about a specific job
used to determine what em should be taught to achieve
optimal performance
- Process
- Step 1: Develop an overall JD
- Step 2: Identify the task
- Step 3: Describe KSAO's needed to perform the job
- Step 4: Identify areas that can benefit from trng
- Step 5: Prioritize areas that can benefit from trng
- Step 5: Prioritize areas that can benefit from trng
- Step 4: Identify areas that can benefit from trng
- Step 3: Describe KSAO's needed to perform the job
- Step 2: Identify the task
- Step 1: Develop an overall JD
- Methods
- JD
- Outlines the job in terms of
duties & responsibility;
helps define gaps in
performance
- Outlines the job in terms of
duties & responsibility;
helps define gaps in
performance
- JS
- List specified tasks required for each
job, more specific than JD
- List specified tasks required for each
job, more specific than JD
- Performance Standards
- Objectives of
the task of the
job and
standards by
which they are
judged.
- Objectives of
the task of the
job and
standards by
which they are
judged.
- Perform the Job
- Most effective
way of
determining
specific tasks
- Most effective
way of
determining
specific tasks
- JD
- Process
- 3. PERSON: Directed at determining the training needs
of individual em. Focus is on how well each em is
performing key job tasks.
- Components
- Summary Person Analysis
- Involves determining the overall
success of individual em performance.
- Involves determining the overall
success of individual em performance.
- Diagnostic Person Analysis
- Determining the reason for an em's performance
- Determining the reason for an em's performance
- Summary Person Analysis
- Methods
- Interviews
- Questionnaires
- Performance Appraisals
- Attitude Surveys
- Useful in determining
morale, motivation, or
satisfaction of each em.
- Useful in determining
morale, motivation, or
satisfaction of each em.
- Observation work sampling
- Interviews
- Components
- 1. ORGANIZATION: A process used to better
understand the characteristics of an Org to determine
where training and HRD efforts are needed and the
conditions under which they should be conducted
- Components
- Org Goals
- Areas where goals are not being met
should be examined further and targeted
for HRD
- Areas where goals are not being met
should be examined further and targeted
for HRD
- Org Resources
- E.g. Trainings can be held in
Classroom/Conference room facilities
within Org.
- E.g. Trainings can be held in
Classroom/Conference room facilities
within Org.
- Org Culture & Climate
- If climate is conducive to HRD,
designing and implementing a
program will be easier.
- If climate is conducive to HRD,
designing and implementing a
program will be easier.
- Env Constraints
- Legal, Social, Political,
and Economic issues
faced by Org.
- Legal, Social, Political,
and Economic issues
faced by Org.
- Org Goals
- Methods
- Org Goals & Objectivies
- Provide normative standards
of both direction & expected
impact
- Provide normative standards
of both direction & expected
impact
- HR manpower inventory
- Provides an impt demographic
database regarding possible
scope of training needs
- Provides an impt demographic
database regarding possible
scope of training needs
- Skills Inventory
- Provides an estimate of the
magnitude of the specific needs
for HRD
- Provides an estimate of the
magnitude of the specific needs
for HRD
- Org Climate Indexes
- E.g. Grievances, Turnover, Attitude Survey etc.
- These "quality of working life" indicators
at Org level may help focus on problems
that have HRD
- These "quality of working life" indicators
at Org level may help focus on problems
that have HRD
- E.g. Grievances, Turnover, Attitude Survey etc.
- Org Goals & Objectivies
- Components
- 2. TASK: A systematic collection of data about a specific job
used to determine what em should be taught to achieve
optimal performance
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