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Training Needs Analysis(TNA) (Purpose of TNA (Highlight discrepancies…
Training Needs Analysis(TNA)
Definition of TNA
process of identifying the training and development needs of employees in an organization
determine training needs by considering strategic objectives of the organization and the individual’s career goals
process of identifying gaps between employee training needs and actual training performed
Purpose of TNA
Highlight discrepancies /gaps between employees’ skills and the skills required for effective current job performance.
Emphasize the discrepancies between current skills and the skills needed to perform the job successfully in the future.
Identify an organisation’s goals and its effectiveness in reaching these goals
The conditions under which the HRD activity will occur.
Definition of Levels of TNA
Task Analysis
what must be done to perform a job or complete a process successfully.
Person Analysis
who needs to be trained and what kind of training they need.
Organisational Analysis
where in the organisation training is needed and under what conditions it will occur.
Organizational Analysis
Components /Factors
Organisational Resources
Organisatonal culture/climate
Organisational goals
Enviromental constraints
Sources of data
Human Resource Inventory
Skills Inventory
Organisational goals & objectives
Organisational climate indexes
Attitude surveys
Customer Complaints
Analysis of efficiency Indexes
Changes in system
Management Requests
Exit Interviews
MBO/Work planning review
Person Analysis
Components
Summary person analysis
Diagnostic person analysis
360 degree appraisal
Sources of data
Questionnaires
Attitude surveys
Interviews
Rating scales
Observation work sampling
Critical Incidents
Performance data/appraisals
MBO/Work planning & Review systems
Task Analysis
Process
Step 2:Identify the task
Step 3:Descibe KSAOs to perform the job
Step 1:Develop an overall job description
Step 4:Identify areas that can benefit from the trainiing
Step 5:Priortise areas that can benefit from the training
Sources of data
Performance Standards
Perform the Job
Job Descriptions
Training Committees/Conferences
Job specification
Analysis of Operating problems
Card Sort
Importance of priortising HRD needs
Limited resources
Save Time
Some needs are more urgent than the others
Roles of HRD
HRD advisory committee
Top managers, line managers, employees, and external training consultants