Training Needs Analysis
-
Upload
rahila-narejo -
Category
Business
-
view
1.320 -
download
3
description
Transcript of Training Needs Analysis
Training is…
MAGIC!
It’s Magic!
There is NO MAGIC in training, the skills of an effective trainer can be LEARNED and DEVELOPED!
Training is NOT a cure-all!
Your Facilitator • NarejoHR
o Established 2002
o Service Offerings, Growing Businesses Through People
• Rahila Narejo o Chief Executive & Lead HR Consultant, NarejoHR (Pvt.) Ltd.
o Psychobiologist, Univ. California, Los Angeles
o Psychometrician, British Psychological Society (Levels A + B)
o Certified Balanced Scorecard Professional, Palladium Group
o Columnist, DAWN Newspaper, Workplace Sanity
o Associate Certified Coach (ACC), International Coaching Federation
o MSc. NeuroLeadership, Middlesex Univ. & NeuroLeadership Institute
Learning | Consulting | Assessment | Search
!
Identification & Analysis of
Need
Design & Development of T&D Program
Implementation of T&D Program
Evaluation of Learning
L&D Cycle
Training
Process of enhancing the KSA to increase current performance.
Development
Long-term interventions to grow KSA for a
career path.
Performance Gap
► GAP = How do you know this is a Training Need?
REQUIRED PERFORMANCE
ACTUAL PERFORMANCE
Performance Drivers • Knowledge information specific and particular
to a subject, enabling a person to understand a subject to an acceptable level
• Skill is a developed aptitude or ability in a particular cognitive or physical area; the application of knowledge
• Abilities/Attitude is an internal state which affects one’s choice of action towards some objects, persons or events
When will a Performance Gap most likely arise?
ä New employee ä New job responsibilities ä New products/equipment ä New policies and procedures ä Skills required for future jobs ä Job performance problems
To solve a performance gap:
• Training may not be the answer • Training may not be the only
answer
-
S
KIL
L
+
- WILL +
When does a Performance Gap = NEED?
Management Issue
Resource or Process Issue
Recruitment/ Promotion/
Transfer Issue
Training/ Development/ Learning Issue
Cause Solution 1. feedback, standards 2. rewards, consequences 3. define std, measure,
discuss 4. change environment 5. change personnel
(transfer/terminate) 6. training!
1. If lack feedback
2. If not motivated
3. If unclear expectations
4. If job environment hindrance
5. If potential not matched
6. If lack of skill or knowledge
“Remember, training is not what is ultimately important… performance is.”
Marc Rosenberg
TNA/LNA/DNA Flowchart
• Request for training
1
• Define Gap: • Can -‐‑ Need
2 • What is Root Cause?
3
• Missing KSA?
4
YES: Full Need Analysis
NO: Suggest
Alternative
A Need is Born!
Link Training Need to Business Need SWOT and PEST
• Political/Legal • Economic • Social-Cultural • Technological
• Strengths • Weaknesses • Opportunities • Threats
Key Learning Points • To be effective, training and development
must support the business aims. • Trainers cannot afford to inhabit ‘ivory
towers’ and be detached from the business. • SWOT reports and other relevant information
already exist; it’s up to you to make them work for needs analysis (TNA/LNA/DNA).
LNA Methods • Questionnaires • Analysis of Appraisal documents • The one-to-one interview (Job Analysis) • Assessments/Tests • Focus Groups • Observation/work sampling
Evaluate Methods Advantages Disadvantages
When would you use it?
Best alone or with other methods?
Key Learning Points • It’s important to have and use a range of
LNA methods and to match the most appropriate method to the situation: o thinking about costs, time and quality of
information.
o The individual
o The line manager
o The trainer
It’s no longer about HEAD COUNTS.
Today, what’s inside the HEAD, COUNTS!
~ Very Famous Person