3. IMPORTANCE OF TRAINING NEEDS ANALYSIS
01
Designing New and Revising Current
Trainings
02 Improve Efficiency and Effectiveness
03 Consolidate or Remove Unwanted
Programmes
04 Ensuring Motivation and Skills
05 To Ensure Skills Used On The Job
06 Choosing Training methods
07 To Ensure Trainings Achieved Desired
Outcomes
08 To Create Positive Learning Environment
4. 1
2
3
5
4
CONCERN
ï± Training Needs Originates
With a Concern
IMPORTANCE
ï± Central toThe Effectiveness
of the Organization
CONSULT STAKEHOLDERS
ï± Link Training Plan to Business Strategy
ï± Develop High SkilledWorkforce
DATA COLLECTION
ï± Organizational
ï± Operational
ï± Individual
NEEDS ANALYSIS
OUTCOMES
ï± Sets the Stage for
Training &
Development Process
TRAINING NEEDS ANALYSIS PROCESS
8. Define Desired Performance
ï± Establish Standards for Performance
ï± Important In The Needs Analysis
ï± Important In Evaluating The
Effectiveness of Training
INDIVIDUAL ANALYSIS
Determine Gap
ï± A Comparison Is Made Between
The Standard Level of
Performance and Employeeâs
Performance
Identify Obstacles
ï± Determine The Cause or Source ofThe Gap
ï± RemoveThese Obstacles for Effective Performance
9. METHODS USED IN TRAINING NEEDS ANALYSIS
Organizational
Analysis
Business
Goals
Employee
Inventory
Skills
Inventory
Customer
Satisfaction
Data
Organization
Culture
Task Analysis
Job
Description
Job
Specification
Work
Performance
Standard
Analysis of
Operational
Problems
Observation
Individual
Analysis
Data from
Performance
Appraisals
Work
Samples
Interviews and
Questionnaires
Assessment of
Knowledge, Skills
and Ability
Employee and
Customer
Surveys
10. TRAINING NEEDS ANALYSIS OUTCOMES
1 3 5 7
2 4 6 8
Performance
Gap
Solutions to
Performance
Gap
Where
Training Is
Needed
Type of
Training
Needed
Learning
Objectives
Who
Needs To
Be Trained
Design
and
Delivery of
Training
Development
of Criteria for
Evaluation
12. FOUR STAGES OF COMPETENCE
01
Unconscious
Incompetence
Unaware of The Skill and
Your Lack of Proficiency
04
Conscious
Competence
Able To Use The Skill But
Only With Effort
02
Conscious
Incompetence
Aware of The Skill but Not
Yet Proficient
03
Unconscious
Competence
Performing the Skill
Becomes Automatic