Training Need Identification_A seminar

Training Need

Identification

Presented By:Rakesh Kumar Sahoo

Roll No. IR2416Regd. No. 30086/2015

ABSRACTTraining is the learning process that involves acquisition of knowledge, sharpening of skill, concepts, changing of attitude & behaviour that enhances the performance of the employees. Training is the process that helps to bridge the gap between one’s competency at present level & its desired level. Training is inter related with the organizational development which is a long term process that can be achieved by the training. In the modern scenario training and development is considered as a retention tool

rather than cost.

INTRODUCTIONTraining means giving new or current employees

the skills they need to perform their jobs. Today’s work environment requires employees to be skilled in performing complex tasks with efficient, cost-effective and safe manner.

Training is an ‘opportunity’ for learning, describes the conditions in which people can learn effectively. To learn is to “gain knowledge, skill and ability”. Training cause learning, as a result of learning development occurs.

NEED FOR TRAINING

1.Job Requirement2.Technological Changes3.Organisational Viability4. Internal Mobility

IMPORTANCE OF TRAINING1.Higher Productivity2.Better Quality of Work3.Less Learning Period4.Reduced Supervision5.Cost Reduction

6. Low Accident Rate7. High Morale8. Personal Growth9.Organisational Climate

OBJECTIVES OF TRAINING Orienting new employees to the organisation and their job Helping employees perform their current jobs well Helping employees quality for the future jobs Keeping employees informed Providing opportunities for personal development

BENEFITS OF TRAININGFor Employees:

Self-confidence

Higher Earnings

Safety

Adaptability

Promotion

New Skills

Increased Motivation

BENEFITS OF TRAININGFor the Organisation: Increased Productivity Higher Levels of Customers

Satisfaction Improved Quality Increased Innovation in Strategies

and Products Reduced Employee Turnover Enhanced Company Image

TYPES OF TRAINING Orientation Training Job Training Safety Training Promotional Training Refresher Training Remedial Training

IDENTIFYING TRAINING NEEDSWhy conducting TNI(TNA) ? Increases the chances that time & money spent

on training would be spent wisely Determines the benchmark for evaluation of

training Increases the motivation of the participants Provides an essential component in the

implementation of strategic plan Allows trainer to present logical explanation, at

the start of training about what is not happening now (but should be) on the job, and how the training will be useful

To find out the alternate action where training may not be appropriate

For most types of training, need analysis will increase the relevance effectiveness of training

WHAT ARE THE KEY STEPS IN CONDUCTING AN EFFECTIVE

TRAINING NEEDS ASSESSMENT?• Prepare thoroughly• Follow a structured methodology• Link training needs with the objectives

of the network• Gain commitment from members to

participate in the TNA• Communicate with all those involved• Ensure you have the skills to conduct

theTNA (analytical and communication)

• Collate the results gathered• Prioritise the identified training needs

and group them into training categories

Macro• Aligned with strategic goals• Three levels

– Organisational– Occupational– Individual

Micro• Initiated by performance

problems or change• Assessment done to clarify

problem, determine if training is the solution, analyze performance, and characteristics of trainees

IDENTIFYING TRAINING NEEDS

IDENTIFYING TRAINING NEEDSBefore conducting a training program it is necessary for the

organisation to find out the need of training, cost effectiveness & on what topic training is to be covered. It should be suitable to the organisation current set up & feasibility so that it is beneficial for both the employees and the organisation.

It is the single most important thing that helps executives to bridge the gaps between the existing training and training which will be required in the future.

There are 3 types of Needs:A. Industry Related NeedsB. Job Related NeedsC. Task Related Needs

IDENTIFYING TRAINING NEEDS

IDENTIFYING TRAINING NEEDSTypes of Analysis:

1. ORGANISATIONAL ANALYSIS(An analysis of organisation’s strategies, goals and objectives)

a) Analysis of Objectivesb) Resource Utilisation Analysisc) Organisation Climate Analysisd) Environment Scanning

IDENTIFYING TRAINING NEEDS2. TASK OR ROLE ANALYSIS

It is a systematic and detailed analysis of jobs to identify job contents, knowledges, skills and aptitudes required and the work behaviour. On the part of the job holder, particular attention should be paid to the tasks to be performed, the methods to be used, the way employees have learnt these methods and performance standards required to employees.

Also called OPERATIONAL ANALYSIS, its purpose is to decide what should be taught. Questionnaire, interviews, HR records, reports, tests, observation and other methods can be used to collect the information about jobs on the organisation.

IDENTIFYING TRAINING NEEDS3. MANPOWER/PERSON ANALYSIS

It is the analysis, the persons to be trained and the changes required in the knowledge, skills and aptitudes of an employee are determined. Training can be relevant and viable if the three types of analysis above are carried on continuously. Moreover, these analysis should be integrated in a carefully designed and executed program.

8 STEPS TO IDENTIFY/ANALYSETRAINING NEEDS

Step 1: Determine Desired Outcomes

Clarify goal of the training and expected business outcomes Training goal should correspond to a business objective.

Examples of training goals:• Improve customer service satisfaction ratings• Decrease the time it takes to complete service

delivery • Improve employee morale through better

supervision by management • Improve the speed at which orders are filled


Step 2: Link Desired Outcomes With Employee Behavior

Identify the competencies (behaviors, skills, qualities and knowledge) that are linked to desired outcome.

Collect information and data from subject matter experts to determine which competencies are critical to achieving the outcomes.


Step 3: Identify Trainable Competencies

Evaluate the critical competencies and determine if : Abilities one should possess prior to

job entry Abilities that can be learned on the

job List of critical competencies that are

either elements that should be considered in hiring practices or competencies that are amenable to training.


Step 4: Evaluate Competencies and Determine Performance Gaps

Evaluate current competencies and identify where there are gaps between current ability and desired ability

To evaluate current competency level use: Performance evaluations Tests Surveys Self assessments Interviews Customer feedback


Step 5: Prioritize Training Needs

Identify the percentage of employees who need training on the competencies.

Consider the importance of the competencies to the business objectives .

Together, the need and the importance will allow you to identify training priorities.


Step 6: Determine How to Conduct Training Consider adult learning theory and best practices

in training on the particular competencies. Training methods can range from:

On the job training (OJT) Mentoring and coaching; Classroom / lecture Web-based / e-learning Reading / books Conferences Academic programs


Step 7: Conduct a Cost Benefit Analysis

Consider the costs associated with the training methods, the extent to which the training will address the performance gap, and the impact on business

Cost factors include: Training time Content development time (if designed in-house) Training provider evaluation (if purchased from vendor) Training content delivery method Lost productivity from time spent in training Travel and logistical expenses


Step 8: Planning for Training Evaluation

Training is only effective if the information is retained and applied on the job.

Evaluation of training is critical.

CONCLUSIONWhen we design training, this

diversity as well as the integration of practical application and the sustainability of the format for the working staff should be taken into account. In the process of identifying training needs of the employees of managerial categories, it is ascertained that the organisation give special emphasis on each employee to fill the gap to meet his/her competency level at various levels of their job. Training and development has an important, positive and dynamic part to play in the industrial economy, particularly in developing the industries and employees.

Training Need Identification_A seminar

Data & Analytics

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