Training Needs Analysis (Part 1) (Levels of Training Needs Analysis…
Training Needs Analysis (Part 1)
Training Needs Analysis (TNA) is the process in which the company identifies training and development needs of its employees so that they can do their job effectively. It involves a complete analysis of training needs required at various levels of the organisation and it is the starting point of the HRD and training process.
Levels of Training Needs Analysis
The Task Analysis Process
Step 3: Identify what it takes to do the job
At this step, HRD professionals must identify the Knowledge, Skills, Abilities and Others required by employees to possess the task.
Step 4: Identify areas that can most benefit from training
In this step, the focus is on determining which tasks and capabilities should be included in the HRD programs by comparing the tasks rating and KSAOs rating of the employee.
Step 2: Task Identification
In task identification, the major tasks within the job, how each task should be performed and the variability of performance is clearly determined.
Step 5: Prioritise training needs
These tasks and KSAOs should be prioritised to determine which ones should be addressed first. This is because as in any organisational function, limited resources are usually available for the HRD effort.
Step 1: Overall Job Description
Develop an overall description using the Job Description and Job Analysis
Task Analysis is a systematic collection of data about a specific job used to determine what employees should be taught to achieve optimal performance.
Sources of Information
Quality Assurance Procedures
Interviewing Head of Departments (HODs)
Job Description Form
Person analysis is directed at determining the training needs of the individual employee.
Diagnostic Person Analysis
Diagnostic person analysis tries to discover the reasons for an employee’s performance. Determine why results of individual behaviours occur.
Summary Person Analysis
Summary person analysis involves determining the overall success of individual employee performance. A global analysis; it is an overall evaluation of an individual performance.
Performance Data or Performance Appraisal
Observation Work Sampling
Tests, Job Knowledge, Skills and Achievement
Organisational Analysis is a process used to better understand the characteristics of an organisation to determine where training and HRD efforts are needed and the conditions under which they should be conducted.
Organisation's Resources and Core Competencies
Organisation's Culture and Climate
Sources of Information
Human Resource Inventory
Organisation's Goals and Objectives
Organisational Climate Indexes