2. Training Need Assessment by Uttam Acharya Anil Gupta NASC

3. Objectives At the end of the session participants will be able toAt the end of the session participants will be able to –Explain TNA –Describe techniques of TNA –Perform/conduct TNA

4. Preview What is TNAWhat is TNA Main source of TNAMain source of TNA Levels of TNALevels of TNA Techniques of TNATechniques of TNA Task and competency analysisTask and competency analysis Procedure of TNAProcedure of TNA Who initiates TNAWho initiates TNA ExerciseExercise

5. Training Need Need Assessment (TNA) The word ‘ need ’ itself implies that something / somewhere lacking or short fallThe word ‘ need ’ itself implies that something / somewhere lacking or short fall What is needed ?What is needed ? Why it is needed ? Why it is needed ? and To whom it is needed ? Are the fundamental questions and justified answers of these questions will eventually lead to the need based training and To whom it is needed ? Are the fundamental questions and justified answers of these questions will eventually lead to the need based training

6. TNA Contd… TNA is one of the most important steps of overall training activities, specially at the designing phase of the trainingTNA is one of the most important steps of overall training activities, specially at the designing phase of the training The training need is a GAP between required competencies (KSA) for the present as well as future jobs and existing / available competencies (KSA) possessed by the staff on the organisationThe training need is a GAP between required competencies (KSA) for the present as well as future jobs and existing / available competencies (KSA) possessed by the staff on the organisation Training need could exist at any time when an Actual Condition differs from a Desired Condition in the work situation of an organisationTraining need could exist at any time when an Actual Condition differs from a Desired Condition in the work situation of an organisation

7. The Main Sources of TNA : External environmentExternal environment Vision / mission / objectivesVision / mission / objectives Policies / programmes/targetsPolicies / programmes/targets Employees transfer / promotion / performance appraisalEmployees transfer / promotion / performance appraisal Career path / job analysis / redesigning of jobCareer path / job analysis / redesigning of job Grievances / accident / high rate of wastageGrievances / accident / high rate of wastage New technology / new process / proceduresNew technology / new process / procedures Supervisor /manger / expertSupervisor /manger / expert

8. Defining TNA at 3 levels 1.Organizational level ( Where is training most needed ? ( Where is training most needed ? Department / Section / Occupational Group ? ) Department / Section / Occupational Group ? ) 2. Job/occupational level ( What knowledge, skills and attitude are required for a particular job ? ) ( What knowledge, skills and attitude are required for a particular job ? ) 3.Individual level ( Which individual requires training and which particular KSA ? )

9. Organisation level Analysis It is a macro level analysisIt is a macro level analysis It helps to identify general weaknesses of an organisation and ultimately it leads to need based trainingIt helps to identify general weaknesses of an organisation and ultimately it leads to need based training

10. Present and Future Training Needs at Organization Level 1.Present Training Needs : (Due to faults in the present situation) a.System Approach b.Symptoms Approach System Approach : Technical SystemTechnical System Financial SystemFinancial System Organization SystemOrganization System Social SystemSocial System Information SystemInformation System

11. Present and Future Training Needs at Organization Level ( Contd…) Symptoms : * Low output * High wastage rate * Poor utilization of machine / equipment * Poor utilization of machine / equipment * Frequent disputes / conflicts * Low morale * Overall low performance * Customer complaints * Overall low performance * Customer complaints 2. Future Training Needs ( As a result of Change ): Technical Change, Financial Change Financial Change Personnel Change Legislation Change Legislation Change Political Change Political Change

12. Steps of TNA at Organisational Level Preparation for the assessmentPreparation for the assessment Collection of available informationCollection of available information Interpretation of dataInterpretation of data Development of recommendationDevelopment of recommendation Preparing for implementation of recommendationPreparing for implementation of recommendation

13. Job/occupational Level Analysis At this level, one should study and analyze the job details (duties and responsibilities) and find out what short of KSA is required to perform that job properly

14. Jobs can be Studied for Analysis Purpose by : Direct observationDirect observation Questioning the jobs holders by interviewingQuestioning the jobs holders by interviewing Questioning the job holders boss by interviewingQuestioning the job holders boss by interviewing Questionnaire surveyQuestionnaire survey

15. Individual Level Analysis At this level we have to identify which particular individual needs training ? And which particular; at area? Remember; only individual learn and they have training needs. Always try to distinguish between individual wants and needs

16. Simple Techniques for Training Needs Observation / SupervisionObservation / Supervision Performance Appraisal - Formal - InformalPerformance Appraisal - Formal - Informal Job DescriptionJob Description ProblemsProblems OpportunitiesOpportunities QuestionnairesQuestionnaires

17. Simple Techniques for for Training Needs Needs ( Contd..) Group Discussion(focused)Group Discussion(focused) InterviewInterview Long rang organization planLong rang organization plan

18. If training is the answer…. Formal trainingFormal training Self studySelf study Technology basedTechnology based Job related/ workplace approachesJob related/ workplace approaches

19. Steps in Task Analysis Break job into major functionsBreak job into major functions Break functions into major tasksBreak functions into major tasks Break tasks into stepsBreak tasks into steps Identify training outcomesIdentify training outcomes

20. Who initiates the Identification of training needs? Managers – recognize needs due to dept performance results, individual performance appraisals, future plans, new equipments & systemsManagers – recognize needs due to dept performance results, individual performance appraisals, future plans, new equipments & systems Employees – to improve current performance or to prepare for other jobsEmployees – to improve current performance or to prepare for other jobs Staff dept – from activities such as employee opinion surveys, exit interviews, succession planning, budget reports etc.Staff dept – from activities such as employee opinion surveys, exit interviews, succession planning, budget reports etc. Training employees – Through training courses & performance surveysTraining employees – Through training courses & performance surveys External Consultants – As part of organizational study projects, performance assessmentsExternal Consultants – As part of organizational study projects, performance assessments

21. Thank You!