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TRAINING NEEDS ANALYSIS (Part 1) (Objectives of Training Needs Analysis…
TRAINING NEEDS ANALYSIS
(Part 1)
What is it?
It is an ongoing process of gathering data to determine what training needs exist so that training can be developed to help the organisation accomplish its objectives.
Benefits of Proper
Staff Training
Tackle Shortcomings
Enhanced Performance
Enhanced Productivity
Employee Satisfaction
Retain High Performers
Increases Capacity to adopt new
technologies and methods
Enhances corporate image and
employer of choice
Areas of Training for
Individual Employee
Organisational core
competencies
Functional skills
Personal effectiveness
Professional/
Career Development
General Education
Training Needs Analysis Process
Step 1: Identify
Business Need
Understanding overall Organization, Department Goals and Priorities
Step 2: Perform
a Gap Analysis
HR records
Individual interviews
Focus groups
Surveys, questionnaires
and self-assessments
Observations
Step 3: Assess
training options
Solution to a problem
Cost
Return on investment
Legal compliance
Time
Remaining competitive
Step 4: Report training needs
and recommend training plans
Reasons for prioritizing HR
training needs
Guide employees towards management
and growth tracks
Instills a culture of employee development
Engage with new joiners
HR training needs to be prioritized
Knowledge about the company
Position-specific or
role-specific knowledge
Purpose
Align organisation’s goals &
effectiveness in reaching the goals
Identify discrepancies/gaps btwn employees’ skills and
skills required for effective
current
job performance
Identify discrepancies/gaps btwn current skills and
skills needed to perform the job successfully in the
future
Identify the conditions under which the HRD activity will occur
Provide employees with career growth opportunities
Objectives of Training Needs Analysis
Identify gaps between current & required
levels of knowledge, skills & aptitude
Align to the organisational goals & reach the goals effectively
Identify differences btwn current skills & skills
needed to perform the job successfully in the future
Identify what the general content of
training should be
Form the foundation of training a plan
Provide a baseline for evaluation of a training plan
Ensure that appropriate training &
relevant training is delivered
Maximise use of scarce resources
Methods to identify Training Needs
Explore Overall Performance
Compare With Other Organisations In The Same Industry
Perform Individual Assessments
Ask Employees To Raise Concerns And Make Suggestions
Get Feedback From Customers, Suppliers And Other Key Business Partners
Methods To Prioritize
Training Needs
Focus On Industry Instead Of
Specific Company
Learning Through Playing & Doing
Complete Financial
Statements
Who Prioritizes Training Needs?
HRD Advisory Committee