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SUMMARY REPORT ON TOPIC FOR

The document outlines the importance of conducting a Training Needs Analysis (TNA) before developing employee training programs. It details various data collection methods for TNA, including questionnaires, observations, interviews, and performance metrics, to assess current skills and identify training needs. The report emphasizes the need for a comprehensive approach to ensure effective training aligned with organizational goals.

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Jenmark John Jacolbe
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2 views5 pages

SUMMARY REPORT ON TOPIC FOR

The document outlines the importance of conducting a Training Needs Analysis (TNA) before developing employee training programs. It details various data collection methods for TNA, including questionnaires, observations, interviews, and performance metrics, to assess current skills and identify training needs. The report emphasizes the need for a comprehensive approach to ensure effective training aligned with organizational goals.

Uploaded by

Jenmark John Jacolbe
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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SUMMARY REPORT ON TOPIC FOR:

ASSESSING AND DESIGNING


TRAINING/HRD NEEDS
 COLLECT DATA

JENMARK JOHN F. JACOLBE

MBA-HRM
Most companies recognize the importance of employee training and want
to dive right in. While this enthusiasm is great, it skips a crucial step. Conducting
a training needs analysis (TNA) is your first step to developing a successful
training program.

What is a training needs analysis?


A training needs analysis takes a bird’s eye view of your company and its
overall goals before drilling down into various types of concrete training that you
need. For example, your company may need more robust training or on-demand
mobile training because of your employee or risk profile, based on this
evaluation.
Conducting a training needs analysis before you start putting together your
training program is a crucial step to developing more effective training materials
and capturing the best use of your production time.

After setting the objectives and scope, proceed with collecting data for the
analysis. This step helps uncover insights into the current skills of the workforce
and training-related concerns that could impact organizational goals.

To ensure an effective and comprehensive Training Needs Analysis, it’s


best to get data from a wide range of sources.
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 Questionnaires
Although self-reporting is notoriously unreliable, this can be a great place to
start. How competent do your employees feel? What would they like more
training on?

 Observation
When possible, regular observation can be a great training needs analysis
method. The key to this method is to conduct multiple observations over time,
making them informal and unannounced. Employees should know that these
observations aren’t punitive but for training purposes only.

 Interviews
Everyone from managers to parking attendants has something to say about
the company. While that kind of comprehensive interviewing is probably not
necessary, speaking directly with managers and supervisors on what they see
can be a great place to start.

 Examining the work


This is where everything comes together. Is the work being produced
reflecting the appropriate knowledge, skills, and abilities you expect for a certain
role or position? Is it high-quality or are there areas for improvement?
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 Assessments
We all thought high-stakes tests were over when we graduated from college,
but one way to quickly evaluate employee knowledge is with a short multiple-
choice assessment, delivered online.

 Focus groups
Gather a small group of employees or stakeholders to engage in guided
discussions about training needs. This method encourages open dialogue, idea
sharing, and deeper insights into specific areas of improvement.

 Job task analysis


A job task analysis involves breaking down job roles into individual tasks and
evaluating the knowledge, skills, and abilities required for each task. This method
helps identify specific training needs for different job functions and ensures
training aligns with job requirements.

 Performance appraisals and reviews


Utilizing performance appraisals and reviews from direct managers allows
organizations to: Assess employee performance, Identify skill gaps, Determine
areas where additional training or development is necessary.

 Customer feedback
Obtaining feedback from customers can provide valuable insights into
employees' strengths and areas that may require training. Customer feedback
can shed light on specific skills, knowledge, or customer service-related training
needs.

 Pre-training assessments
Administering pre-training assessments before building your training program
allows you to gauge participants' existing knowledge and skill levels. This method
helps customize training content to address individual needs, optimize training
effectiveness, and avoid redundancy.

 Performance metrics
Analyzing performance metrics, such as productivity, quality, and customer
satisfaction data, can reveal areas where additional training or skill development
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is required. By tracking key performance indicators, organizations can identify


patterns, trends, and gaps that require attention.

 Look at your competition


Finally, it’s important to know where you stand in your industry. Benchmarking
involves comparing your organization's training practices with those of industry
leaders or top-performing companies. This method helps identify areas where
your training initiatives may fall short and provides insights into best practices
and innovative training approaches.

To start, how are your closest competitors doing? Are their sales numbers
higher? Customer satisfaction rankings better? If so, what are they doing to make
that happen?

This does not mean that you should change your entire business model, but
maybe your employees could use a quick refresher in one area that will make
them more competitive.

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