Dear All
We are now starting Training Need Analysis. We have some employees like merchandisers without KRA(Also JD not given to them). I was trying to set KRA for them. When i discussed with our CEO he asked me to make a analysis form for those people and the same to be filled by their Manager. I have one form but that can be filled by employee after freezing KRAs. Can you give me some tips for creating a analysis form to be filled by the concerned Manager.
I am attaching a analysis form what I have. The same can be filled by the employee. Please advise me how I can change this form to be filled by Manager
Shajeer
From Qatar, Doha
4We are now starting Training Need Analysis. We have some employees like merchandisers without KRA(Also JD not given to them). I was trying to set KRA for them. When i discussed with our CEO he asked me to make a analysis form for those people and the same to be filled by their Manager. I have one form but that can be filled by employee after freezing KRAs. Can you give me some tips for creating a analysis form to be filled by the concerned Manager.
I am attaching a analysis form what I have. The same can be filled by the employee. Please advise me how I can change this form to be filled by Manager
Shajeer
From Qatar, Doha
Dear Shajeer,
I have gone through the form that you have attached to your post. There is one important thing about the form. You have asked these questions to the individual. The respondent will give response depending on one's self-awareness. If the self-awareness is poor then you will get distorted replies. How will be handle this situation?
I recommend you revising the form and address the questions to the manager of the employee. After all manager's assessment is quite important.
Let me give my own example. In the course of annual PA, I had misconception about one of the attributes of PA. My GM had given little low marks on that attribute. When I asked clarification, he told me how I lack that attribute.
TNA is not something that can be delegated to the individual 100% Secondly, TNA is not just individual competencies. You need to take into account the measures of performance of that department as well. I recommend you referring my following comments of some previous post:
Skills required for Training and development personnel
Thanks,
Dinesh V Divekar
From India, Bangalore
I have gone through the form that you have attached to your post. There is one important thing about the form. You have asked these questions to the individual. The respondent will give response depending on one's self-awareness. If the self-awareness is poor then you will get distorted replies. How will be handle this situation?
I recommend you revising the form and address the questions to the manager of the employee. After all manager's assessment is quite important.
Let me give my own example. In the course of annual PA, I had misconception about one of the attributes of PA. My GM had given little low marks on that attribute. When I asked clarification, he told me how I lack that attribute.
TNA is not something that can be delegated to the individual 100% Secondly, TNA is not just individual competencies. You need to take into account the measures of performance of that department as well. I recommend you referring my following comments of some previous post:
Skills required for Training and development personnel
Thanks,
Dinesh V Divekar
From India, Bangalore
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Training Needs Analysis Questionnaire.d oc