Training Needs Assesment Ppt

TRAINING NEEDS

ASSESSMENTPRESENTED BY:MADHURI SHEKARNAYANA PAWARNEHA KULKARNI

Needs Assessment Definition

A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.

Needs Assessment

Refers to the process used to determine whether training is necessary

Because needs assessment is the first step in the instructional design process:◦If it is poorly conducted, training will not

achieve the outcomes or financial benefits the company expects

Needs assessment involves:

Organizational Analysis – involves determining:◦the appropriateness of training, given the

business strategy◦resources available for training◦support by managers and peers for training

Task Analysis – involves:◦ identifying the important tasks and knowledge,

skill, and behaviors that need to be emphasized in training for employees to complete their tasks

Needs assessment involves:

Person Analysis – involves:◦determining whether performance

deficiencies result from a lack of knowledge, skill, or ability (a training issue) or from a motivational or work design problem

◦identifying who needs training◦determining employees’ readiness for

training

Key Concerns of Upper- and Midlevel Managers and Trainers in Needs Assessment

Upper-Level Managers Midlevel Managers Trainers

Organizational Analysis

Is training important to achieve our business objectives?How does training support our business strategy?

Do I want to spend money on training?How much?

Do I have the budget to buy training services?Will managers support training?

Person Analysis

What functions or business units need training?

Who should be trained? Managers? Professionals? Core employees?

How will I identify which employees need training?

Task Analysis Does the company have the people with the knowledge, skills, and ability needed to compete in the marketplace?

For what jobs can training make the biggest difference in product quality or customer service?

What tasks should be trained?What knowledge, skills, ability, or other characteristics are necessary?

Needs Assessment Techniques

InterviewsFocus

GroupsDocumentation

Observation Questionnaires

Advantages and Disadvantages of Needs Assessment Techniques

Technique Advantages DisadvantagesObservation Generates data relevant to

work environmentMinimizes interruption of work

Needs skilled observerEmployees’ behavior may be affected by being observed

Questionnaires InexpensiveCan collect data from a large number of personsData easily summarized

Requires timePossible low return rates, inappropriate responsesLacks detailOnly provides information directly related to questions asked

Advantages and Disadvantages of Needs Assessment Techniques

Technique Advantages DisadvantagesInterviews Good at uncovering details

of training needsGood at uncovering causes and solutions of problemsCan explore unanticipated issues that come upQuestions can be modified

Time consumingDifficult to analyzeNeeds skilled interviewerCan be threatening to SMEsDifficult to scheduleSMEs only provide information they think you want to hear

Focus Groups Useful with complex or controversial issues that one person may be unable or unwilling to exploreQuestions can be modified to explore unanticipated issues

Time consuming to organizeGroup members provide information they think you want to hearStatus or position differences may limit participation

Advantages and Disadvantages of Needs Assessment Techniques

Technique Advantages DisadvantagesDocumentation(Technical Manuals and Records)

Good source of information on procedureObjectiveGood source of task information for new jobs and jobs in the process of being created

You may not be able to understand technical languageMaterials may be obsolete

The Needs Analysis Process

Do We Want To Devote Time and Money For Training?

Person AnalysisPerson Characteristics• Input• Output• Consequences• Feedback

Task Analysis or Develop a Competency Model• Work Activity (Task)• KSAs• Working Conditions

Organizational Analysis

• Strategic Direction

• Support of Managers, Peers & Employees for Training Activities

• Training Resources

Questions to Ask in an Organizational Analysis How might the training content affect

our employees’ relationship with our customers?

What might suppliers, customers, or partners need to know about the training program?

How does this program align with the strategic needs of the business?

Should organizational resources be devoted to this program?

Questions to Ask in an Organizational Analysis

What do we need from managers and peers for this training to succeed?

What features of the work environment might interfere with training?

Do we have experts who can help us develop the program content and ensure that we understand the needs of the business as we develop the program?

Questions to Ask in an Organizational Analysis

Will employees perceive the training program as:◦an opportunity?◦reward?◦punishment?◦waste of time?

Person Characteristics• Basic Skills• Self-Efficiency• Awareness of Timing Needs, Career Interests, Goals

Input• Understand What, How, When to Perform• Situational Constraints• Social Support• Opportunity to Perform

Output• Expectations for Learning and Performance

Consequences• Norms• Benefits• Rewards

Feedback• Frequency• Specificity• Detail

Motivation to Learn

Learning Performance

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Process for analyzing the factors that influence employee performance and learning

Person Analysis – Readiness for training refers to whether:Employees have the personal

characteristics necessary to learn program content and apply it on the job.

The work environment will facilitate learning and not interfere with performance.

Factors that influence employee performance and learning: (1 of 2)Person Characteristics

◦Ability and skill◦Attitudes and motivation

Input◦Understand need to perform◦Necessary resources (equipment,

etc.)◦Interference from other job demands◦Opportunity to perform

Factors that influence employee performance and learning: (2 of 2)Output

◦Standard to judge successful performers

Consequences◦Positive consequences/incentives to

perform◦Few negative consequences to

performFeedback

◦Frequent and specific feedback about how the job is performed

Person Analysis: Self-EfficacySelf-efficacy - the employees

believe that they can successfully perform their job or learn the content of the training program◦The job environment can be

threatening to many employees who may not have been successful in the past

◦The training environment can also be threatening to people who have not received training or formal education for some length of time

Task AnalysisTask analysis results in a description

of work activities, including tasks performed by the employee and the knowledge, skills, and abilities required to complete the tasks

Should only be undertaken after you have determined from the organizational analysis that the company wants to devote time and money for training

Causes and Outcomes ofNeeds Assessment

Reasons or “Pressure Points” Outcomes

What is the Context?•Legislation

•Lack of Basic Skills

•Poor Performance

•New Technology

•Customer Requests

•New Products

•Higher Performance Standards

•New Jobs

•What Trainees Need to Learn

•Who Receives Training

•Type of Training

•Frequency of Training

•Buy Versus Build Training Decision

•Training Versus Other HR Options Such as Selection or Job Redesign

•How Training Should Be Evaluated

Who Needs the Training?

In What Do They Need Training?

Organization Analysis

Task Analysis

Person Analysis

CHALLENGES OF TNA

Time constraints

Lack of support

Load

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CONCLUSION

Root Causes Training needs assessment is the tool that identifies organizational problems and their root cause.

Only then can you create an effective training program.