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Training and Developemnt Needs Assessment

The document discusses training needs assessment in organizations. It explains that training needs assessment is a systematic process to understand training requirements and is conducted at the organizational, individual, and job level. The organizational analysis examines factors like the organization's mission, vision, goals, processes, and performance data. The job analysis understands the skills and knowledge required for a job. Individual analysis identifies which employees need training and in which areas by comparing performance to standards. Training needs are identified by analyzing gaps between an employee's current and required knowledge, skills, and attitudes for their job. Methods for gathering this information include questionnaires, interviews, performance evaluations, and job analysis.

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muna moono
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335 views

Training and Developemnt Needs Assessment

The document discusses training needs assessment in organizations. It explains that training needs assessment is a systematic process to understand training requirements and is conducted at the organizational, individual, and job level. The organizational analysis examines factors like the organization's mission, vision, goals, processes, and performance data. The job analysis understands the skills and knowledge required for a job. Individual analysis identifies which employees need training and in which areas by comparing performance to standards. Training needs are identified by analyzing gaps between an employee's current and required knowledge, skills, and attitudes for their job. Methods for gathering this information include questionnaires, interviews, performance evaluations, and job analysis.

Uploaded by

muna moono
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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TRAINING AND DEVELOPEMNT NEEDS ASSESSMENT

To justify its training expenditure, an organization must carry out training needs analysis on the
basis of organization needs

A training need- Is any short-fall in employee performance or potential performance which can
be corrected by appropriate training.

1st critical step in training is carrying out a Training Needs analysis

- New employee (driving ideals)


- Current employee (complex process –need to be determined whether training is
needed or not)

Training Need Assessment/Analysis

Training needs Assessment (identification) is a systematic process of understanding training


requirements. It is conducted at three stages, at the level of organization, individual and the job,
each of which is called as the organizational, individual and job analysis Juneja (2015). Once
these analyses are over, the results are collated to arrive upon the objectives of the training
program.

Training need assessment is defined as an analysis, or investigation that is undertaken to


determine the nature of performance problems in order to establish the underlying causes and the
way in which training can address the challenge(s). Training need assessment is considered the
critical stage by which training and development needs are identified (Mathis & Jackson, 2011).
This stage determines the whole direction and purpose of training and development processes

Another view of the training need is that, it is the discrepancy between ‘what is’ and ‘what
should be. This identification or assessment gives insight into what kind of intervention is
required, knowledge or skill or both. In certain cases where both of these are present and the
performance is still missing then the problem may be motivational in nature. It thus highlights
the need and the appropriate intervention which is essential to make the training effective.
In a systematic approach to training, organizations set out by defining their training needs in a
rational and organized procedure that looks at training needs from several perspectives that
include:
1. Corporate or organizational
2. Functions and occupational group of a job
3. Individual employee.
 The organizational analysis thus is aimed at short listing the focus areas for training
within the organization and the factors that may affect the same.

- Organizational mission, vision and goals

Mission is the core purpose of an organization or a company. It is the summary of


the aims and core values. A mission clearly tells what you as an organization does
for customers. A mission is comprehensive but also very specific to set you apart
from other organizations. A mission can be seen as a great tool to develop business
goals and objectives with. A mission should fit your identity. If it doesn't it is very
hard to executive your mission. – Microsoft (make individuals and organizations
realize their full potential

Vision - Is a vivid mental image of what you want your business to be at some point
in the future, based on your goals and aspirations. ... A vision statement captures, in
writing, the essence of where you want to take your business, and can inspire you and
your staff to reach your goals. Disney's "to make people happy" or Instagram's
"capture and share the world's moments.

Goal - describes what a company hopes to accomplish or where it hopes to be at a


specific future date

The choice of the perspective depends on the prevailing circumstances. If the external
environment is exerting pressure for internal change then the corporate perspective needs to be
taken. If the issue is of improving skills in a particular category of employees, then that
occupation or group will provide the focus of effort.
Organizations analyze training needs in response to operational weakness. This suggests that
there is an element of reaction to a situation that needs to be attended to. Training can be
deployed as an element of planned change in the organization.
When new technology is introduced
When new government standards are introduced
When there is decline in the quality of work or performance
When there is lack of skills and knowledge
When there is lack of motivation

- people inventories
- Processes
- performance data are all studied.
 Job analysis of the needs assessment survey unlike organizational analysis aims at
understanding the ‘what’ of the training development stage Juneja, (2015). The kind of
intervention needed is what is decided upon in the job analysis. It is an objective
assessment of the job wherein both the worker oriented - approach as well as the task -
oriented approach is taken into consideration. The worker-approach identifies key
behaviors and ask for a certain job and the task - oriented approach identifies the
activities to be performed in a certain job. The former is useful in deciding the
intervention and the latter in content development and program evaluation Juneja ( 2015).
 Individual needs analysis- as evident from the name itself, is concerned with who in the
organization needs the training and in which particular area? Here performance is taken
out from the performance appraisal data and the same is compared with the expected
level or standard of performance. The individual analysis is also conducted through
questionnaires, 360 feedback, and personal interviews, observation and so on. Likewise,
many organization use competency ratings to rate their managers; these ratings may come
from their subordinates, customers, peers and bosses. Apart from the above mentioned,
organizations also make use of attitude surveys, critical Incidents and Assessment
surveys to understand training needs.

From the perspective of the individual employee, training need is illustrated as shown

DEMANDS OF THE JOB Level of knowledge,


understanding
 Knowledge possessed by employees
 Understanding Training
 Skills Minus Equals Needs
 Attitude
Extent of employee’s
Demand for change in willingness to adapt
the organization

 The demands of the job are made up of the appropriate proportions of knowledge, skills
and attitudes
 Demands for change requires an employee to meet the job challenges
 Against these requirements are set the employees’ level of understanding and knowledge.
 If the two sides match, there is will be no training requirement
 A mismatch of the two sides identifies training needs

METHODS OF GATHERING INFORMATION FOR THE TRAINING OF


EMPLOYEES
- questionnaires,
- data research
- interviews at individual and team level
- evaluation of performance
- written test and observation
- recording of critical cases
- analysis of duties and analysis of organisations strategy
- introduction of new laws
- reduced productivity
- negative response from a customer satisfaction survey

NB.
In an organization, the sources of individual’s training needs are the demands of the job and the
demands of organization change.

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