Hello friends,
I am working as an intern in a pharma company and have been assigned a project of conducting a training needs analysis for the behavioral training of medical representatives. According to the company's format, a questionnaire has been designed and filled out by the employees. So, what should be my next step? How can I conduct the gap analysis and recommend behavioral training?
Thank you.
From India, Mumbai
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2I am working as an intern in a pharma company and have been assigned a project of conducting a training needs analysis for the behavioral training of medical representatives. According to the company's format, a questionnaire has been designed and filled out by the employees. So, what should be my next step? How can I conduct the gap analysis and recommend behavioral training?
Thank you.
From India, Mumbai
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As we are not privy to the design of the questionnaire, it is difficult to guide you. Does the questionnaire design elicit information on what factors employees feel they lack in doing their job effectively and the importance of those factors? If you can attach a copy of the questionnaire or give examples of a few questions, it will help us to guide you. Also, kindly let us know how many responses you have obtained.
From United Kingdom
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From United Kingdom
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There is a performance form which has competencies such as strong customer partnership, passion for sales, eagerness to learn, etc., and related questions to these competencies. This form has already been filled out by the representatives. Now, when I receive the completed forms, how can I identify behavioral gaps? Is there any tool available to measure this?
From India, Mumbai
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From India, Mumbai
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Please answer all my questions and give examples of questions posed. Are they open-ended questions? Please see some examples at [Google](http://www.google.co.uk/#hl=en&sclient=psy-ab&q=TNA+questionnaire&oq=TNA+ques tionnaire&aq=f&aqi=g3&aql= &gs_l=hp.3..0l3.5050.10544.0.11619.17.7.0. 10.10.0.125.738.3j4.7.0...0.0.vAGUeEN7U2g& pbx=1&bav=on.2,or.r_gc.r_pw.r_qf.,cf.osb&a mp;amp;fp=af3e47b360af38a7&biw=436&amp ;bih=495)
From United Kingdom
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From United Kingdom
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yes they are open ended questions.
sample questions
Strong customer partnership:
• Level of interactivity, attempts to build rapport
• Ensure regular visit as per plan
• Exhibits sequential probing skills aimed at uncovering unstated needs
and providing solutions
• Act as consultant among peers & customer wrt disease management
Passion for sales:
• Clearly deliver key messages as per SMART plan. self-driven
• Encourages customer feedback, work on stretched goals
• Routinely gains whole hearted commitment on interactive dialogue
Eagerness to learn :
• Exhibit basic knowledge. Works on identified coaching priorities
• Updated on recent data, active involvement in coaching dialogue
• Shows keen inclination to learn and share
• Self-driven to self-development
how will i correlate it with behavior needs ? and what wil be the process to follow
From India, Mumbai
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sample questions
Strong customer partnership:
• Level of interactivity, attempts to build rapport
• Ensure regular visit as per plan
• Exhibits sequential probing skills aimed at uncovering unstated needs
and providing solutions
• Act as consultant among peers & customer wrt disease management
Passion for sales:
• Clearly deliver key messages as per SMART plan. self-driven
• Encourages customer feedback, work on stretched goals
• Routinely gains whole hearted commitment on interactive dialogue
Eagerness to learn :
• Exhibit basic knowledge. Works on identified coaching priorities
• Updated on recent data, active involvement in coaching dialogue
• Shows keen inclination to learn and share
• Self-driven to self-development
how will i correlate it with behavior needs ? and what wil be the process to follow
From India, Mumbai
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You need to do a "Content Analysis"; you can't do correlational analysis as you have not conducted a quantitative study. Kindly see IAR: Conduct research > Analyzing survey data and Turn the numbers from the computer printout into tables.
From United Kingdom
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From United Kingdom
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kindly see the attachment and guide me accordingly.how will i know what kind of behavior training the employees required ?
From India, Mumbai
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From India, Mumbai
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Dear Ms. Sripriya,
You have received the questionnaire filled out by the medical representative. However, the best way to determine the Training Needs Identification (TNI) is to have the questionnaire completed by their supervisors. Afterward, collate the data and compare both questionnaires to identify any gaps in terms of skills, knowledge, etc., for each medical representative. Then, decide on the training needs for each medical representative.
Regards,
Anil Khot
From India, Mumbai
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You have received the questionnaire filled out by the medical representative. However, the best way to determine the Training Needs Identification (TNI) is to have the questionnaire completed by their supervisors. Afterward, collate the data and compare both questionnaires to identify any gaps in terms of skills, knowledge, etc., for each medical representative. Then, decide on the training needs for each medical representative.
Regards,
Anil Khot
From India, Mumbai
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hello everybody kindly please help me out to do the excel calculation. i have attached the files earlier
From India, Mumbai
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From India, Mumbai
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I had a look at your Excel table. If that's all that you have collected, there is nothing much to do. You should have asked the respondents how important those aspects were to carry out their work productively. Also, as suggested by Anil Khot, you should ask their managers.
From United Kingdom
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From United Kingdom
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Dear Sripriya,
I think the questionnaire is very basic in nature and is not of much use when planning any intervention, whether it be Behavioral or Sales. You need to understand the nature of their work, look at their current performance, speak to their Reporting Managers, even Second Line Managers (Most of the companies, they are called R.S.M.s), look at their past performance, understand the products they are selling, their product knowledge, and the kind of competition in the marketplace. You should also consider what kind of strategy your organization follows, understand their interpersonal relationships within the team, understand the territory they are working in, and the experience they bring. Take the example of Mr. Shyam Sundar; on all parameters, he is at an advanced stage. So, why does your organization want to put him in behavioral training? According to the data, he should be a star performer, and generally, individuals like him are not put into behavioral training unless they are being groomed for a leadership position, which is not clarified by the questionnaire.
"Design a Behavioral Training Module for These people" is a statement. I suggest you should ask "WHY"? Find out why, and I believe your job would become easier.
Regards,
Tarun Salwan
From India, Delhi
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I think the questionnaire is very basic in nature and is not of much use when planning any intervention, whether it be Behavioral or Sales. You need to understand the nature of their work, look at their current performance, speak to their Reporting Managers, even Second Line Managers (Most of the companies, they are called R.S.M.s), look at their past performance, understand the products they are selling, their product knowledge, and the kind of competition in the marketplace. You should also consider what kind of strategy your organization follows, understand their interpersonal relationships within the team, understand the territory they are working in, and the experience they bring. Take the example of Mr. Shyam Sundar; on all parameters, he is at an advanced stage. So, why does your organization want to put him in behavioral training? According to the data, he should be a star performer, and generally, individuals like him are not put into behavioral training unless they are being groomed for a leadership position, which is not clarified by the questionnaire.
"Design a Behavioral Training Module for These people" is a statement. I suggest you should ask "WHY"? Find out why, and I believe your job would become easier.
Regards,
Tarun Salwan
From India, Delhi
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hello everybody... kindly see the attachment which is an excel spreadsheets(sheet 4) consist of all related information and suggest me what kind of behavioral training can be implemented.
From India, Mumbai
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From India, Mumbai
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suggest a behaviour training according to the attachment (sheet 4)
From India, Mumbai
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From India, Mumbai
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Dear Sripriya, As i suggested in my previous post, please conduct a content analysis. Code similar items and then you will find what sort of training is need by whom.
From United Kingdom
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From United Kingdom
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Dear Sripriya,
If you go through sheet no. 4, you will find a number of statements echoing the same meaning and need. Your people require coaching and mentoring, teamwork, analytical skills, communication skills, sales skills (probing skills more), leadership and proactive skills, planning, and execution skills. These might serve as a reference point, but my question remains the same as in my earlier post: why do they need all these skills? What are the basis of these findings?
Regards,
Tarun Salwan
From India, Delhi
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If you go through sheet no. 4, you will find a number of statements echoing the same meaning and need. Your people require coaching and mentoring, teamwork, analytical skills, communication skills, sales skills (probing skills more), leadership and proactive skills, planning, and execution skills. These might serve as a reference point, but my question remains the same as in my earlier post: why do they need all these skills? What are the basis of these findings?
Regards,
Tarun Salwan
From India, Delhi
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Pre Training Skill Assessment - Appraiser - HO.doc