Dear seniors and friends,
Can you please clarify about the training needs analysis? Is it to be identified by department heads or HR professionals? Please let me know how to identify.
Expecting your reply.
Thanks,
Muthu R
From India, Madras
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Can you please clarify about the training needs analysis? Is it to be identified by department heads or HR professionals? Please let me know how to identify.
Expecting your reply.
Thanks,
Muthu R
From India, Madras
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Dear Muthu,
HR professionals need to undertake a training needs analysis to identify the shortcomings and gaps that exist in an employee. The gaps identified will be the areas of development in terms of training and development. Please send me your email address so that I can email you the training needs analysis template.
From South Africa, Johannesburg
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4HR professionals need to undertake a training needs analysis to identify the shortcomings and gaps that exist in an employee. The gaps identified will be the areas of development in terms of training and development. Please send me your email address so that I can email you the training needs analysis template.
From South Africa, Johannesburg
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Training Needs Analysis is the first step of HRD. To be effective, HRD must be based on the goals to be achieved by the company and the skills needed by various employees to achieve the short- and long-term goals. Once these skills are identified, the current skill levels need to be measured, and then a training/learning facilitation program drawn up to bridge the gap. Trainers need to be aware of the theories of adult learning, and employees need to be made aware of lifelong learning in order to make learning a mutually beneficial exercise.
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The training need identification is a process to be undertaken by both HOD and HR professionals. 4-Q Toyotal model is very good model. You may try it.
From India, Jamshedpur
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From India, Jamshedpur
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Please find attached, E-Book on "How To Identify Your Organization’s Training Needs". Hope it will be useful.
From India, Hyderabad
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From India, Hyderabad
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Training needs analysis is the responsibility of the line manager/departmental head. However, the HR professional assists the line managers in conducting it properly. The steps are quite simple.
1. Determine the targets/goals/objectives (TGOs) of the organization, reduce them into departmental TGOs, and further into sectional and individual TGOs.
2. Identify the skill sets required to ensure the targets are achieved.
3. Assess the current skill sets of your employees against the required skills.
4. Confirm training needs if any skill gaps are identified.
5. The line manager should also evaluate employees' performance against the set TGOs. If any shortcomings are due to the employees' skill sets, a training need is established.
6. Provide appropriate training to bridge the identified gaps.
NB: This process forms a cycle that only concludes when the employee retires.
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1. Determine the targets/goals/objectives (TGOs) of the organization, reduce them into departmental TGOs, and further into sectional and individual TGOs.
2. Identify the skill sets required to ensure the targets are achieved.
3. Assess the current skill sets of your employees against the required skills.
4. Confirm training needs if any skill gaps are identified.
5. The line manager should also evaluate employees' performance against the set TGOs. If any shortcomings are due to the employees' skill sets, a training need is established.
6. Provide appropriate training to bridge the identified gaps.
NB: This process forms a cycle that only concludes when the employee retires.
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Hello Muthu. To answer your question, there are a variety of options for conducting the TNA. These range from department heads doing it on their own to HR professionals doing it on their own to both doing it together collaboratively. My advice for maximum effectiveness and buy-in by managers is for the HR department to develop the TNA process, tools, and templates (that is, the TNA system) for managers to use. Along with this should go the necessary training for managers in how to identify what problems can be solved by training and in how to identify skill gaps.
My training needs analysis page at http://www.businessperform.com/html/..._analysis.html outlines three scenarios in which TNAs need to be conducted. This page also shows a training needs analysis questionnaire template that you can use. I trust you find this useful.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
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My training needs analysis page at http://www.businessperform.com/html/..._analysis.html outlines three scenarios in which TNAs need to be conducted. This page also shows a training needs analysis questionnaire template that you can use. I trust you find this useful.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
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Dear poovendree This is Ashish singh ,working as aExe.H.R. Can u send me "Sample of Training Identification Need" Regards Ashish Singh
From India, New Delhi
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From India, New Delhi
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Hi!!
Poovendree, I would be happy to have a copy of the format that is currently in circulation through you to enhance my knowledge as well. Meanwhile, I am also happy to share some material that we have collated from various sources and adapted for our own use. We circulate this material for our clients' consumption free of charge. Some of you may find this useful. In any case, I would appreciate comments on the usefulness of this document. I can be reached via email at sanjay.patro@trainersnmentors.com or by phone at 0120-4331536.
I would also like to take this opportunity to inform all my friends in this forum about our upcoming Train The Trainer (Beginner's level) open house training program. To learn more about the program contents, please visit <link no longer exists - removed>. For additional information, feel free to email or call us. Also, feel free to discuss any training-related queries. I am happy to mentor newcomers in this field.
Cheers!
From India, Delhi
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Poovendree, I would be happy to have a copy of the format that is currently in circulation through you to enhance my knowledge as well. Meanwhile, I am also happy to share some material that we have collated from various sources and adapted for our own use. We circulate this material for our clients' consumption free of charge. Some of you may find this useful. In any case, I would appreciate comments on the usefulness of this document. I can be reached via email at sanjay.patro@trainersnmentors.com or by phone at 0120-4331536.
I would also like to take this opportunity to inform all my friends in this forum about our upcoming Train The Trainer (Beginner's level) open house training program. To learn more about the program contents, please visit <link no longer exists - removed>. For additional information, feel free to email or call us. Also, feel free to discuss any training-related queries. I am happy to mentor newcomers in this field.
Cheers!
From India, Delhi
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Training Needs Identification is a prerequisite for training needs analysis. It tends to be a workflow-driven exercise in mature organizations.
Training needs could pertain to technical/professional knowledge, behavioral competencies (including management & leadership skills), and general awareness. Some of these needs can be defined by the employee themselves and audited by their immediate boss, while behavioral needs can be better indicated by the boss.
Some organizations use the performance appraisal system to gather this information. A few others have elaborate systems for online collection and analysis of training needs. They deploy tools such as 'Training Management Information Systems' which collect the needs, carry out competency gap analysis, prepare development plans for all employees, and also generate a Training Calendar for the organization. Such systems also provide a facility for the nomination of employees on different programs included in the calendar (or on external programs), collect and analyze employee feedback after training is completed, and monitor that each employee undergoes training as per their Development Plan. Training is tracked by the HR (Training Coordinator) by utilizing the tools available in the system, and the system efficiency is continuously improved based on feedback collected from trainees as well as their immediate bosses.
Those interested in reading more may open the relevant pages of 'EmpXtrack,' an integrated human capital and talent management solution. For the improvement in the quality of their HR services, many organizations are already using the EmpXtrack platform.
B K Bhatia
From India, Delhi
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Training needs could pertain to technical/professional knowledge, behavioral competencies (including management & leadership skills), and general awareness. Some of these needs can be defined by the employee themselves and audited by their immediate boss, while behavioral needs can be better indicated by the boss.
Some organizations use the performance appraisal system to gather this information. A few others have elaborate systems for online collection and analysis of training needs. They deploy tools such as 'Training Management Information Systems' which collect the needs, carry out competency gap analysis, prepare development plans for all employees, and also generate a Training Calendar for the organization. Such systems also provide a facility for the nomination of employees on different programs included in the calendar (or on external programs), collect and analyze employee feedback after training is completed, and monitor that each employee undergoes training as per their Development Plan. Training is tracked by the HR (Training Coordinator) by utilizing the tools available in the system, and the system efficiency is continuously improved based on feedback collected from trainees as well as their immediate bosses.
Those interested in reading more may open the relevant pages of 'EmpXtrack,' an integrated human capital and talent management solution. For the improvement in the quality of their HR services, many organizations are already using the EmpXtrack platform.
B K Bhatia
From India, Delhi
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HR Generalist Practical Training in Delhi.pdf
Training Needs Analysis Questionnaire.d oc