Hi Ben & Pallavi,
Ben a fabulous presentation on AIDDE. Thank you for sharing it. Also you rightly said that problem identification is the first step of Training. A really good example for ditch digger.
Pallavi, there are many ways that one can conduct a TNA, one of the tried & tested way is what Ben said through the PPT & the example above. At one point in time I was also looking for help on TNA, didnt knew the concepts of training earlier. have been reading through Cite HR & came to know a lot of things.
I came acorss a 6 stepper TNA/TNI which I have attached. I have tried this at my workplace & it has given me a good jist of what the trainning need/ requirement is.
Go through this & share your views.
23Ben a fabulous presentation on AIDDE. Thank you for sharing it. Also you rightly said that problem identification is the first step of Training. A really good example for ditch digger.
Pallavi, there are many ways that one can conduct a TNA, one of the tried & tested way is what Ben said through the PPT & the example above. At one point in time I was also looking for help on TNA, didnt knew the concepts of training earlier. have been reading through Cite HR & came to know a lot of things.
I came acorss a 6 stepper TNA/TNI which I have attached. I have tried this at my workplace & it has given me a good jist of what the trainning need/ requirement is.
Go through this & share your views.
Hi
I'd just like to comment that I found Ben's ppt to be really good - I loved the flowcharts and decision trees.
I attach a little exercise (and the suggested answer) that we use to help people develop the concept of a training plan. Have a go!
From United Kingdom, London
I'd just like to comment that I found Ben's ppt to be really good - I loved the flowcharts and decision trees.
I attach a little exercise (and the suggested answer) that we use to help people develop the concept of a training plan. Have a go!
From United Kingdom, London
Hi Ben Newman, Thanks for your valuable input on TNA and we will be glad to see more of such stuff from experienced people like you, also that ppt is excellent.
From India, Kochi
From India, Kochi
Hello Friends,
To add to the thread, TNA deals with assessing the needs , but here the point should be whether the Need is the perceived or the Real one. Perceived need:-An employee might think he should be trained in communication skills but the Real need could be for Attitude Shaping.
Feedback awaited
Thanks
Kunal Shrivastava
From India, New Delhi
To add to the thread, TNA deals with assessing the needs , but here the point should be whether the Need is the perceived or the Real one. Perceived need:-An employee might think he should be trained in communication skills but the Real need could be for Attitude Shaping.
Feedback awaited
Thanks
Kunal Shrivastava
From India, New Delhi
Hi!
TNA is the first step in designing a training program.
My management thesis was on T&D in IT industry. Here are a few excerpts from my thesis. For the purpose of confidentiality, I havenot mentioned the names of the organizations.Hope this might be of some use.
A training need exists when there is a gap between what is required of a person to perform his/her work competently and what he/she know. A training needs analysis is the method of determining if a training need exists and if it does, what training is required to fill the gap.
According to the study, it can be noted that in IT organizations, training needs analysis is conducted once in a year. However, the introduction of a new technology or assignment of a new project to a team might result in conducting a need-based training need analysis.
Sources of information for training needs analysis:
There are three levels of training needs assessment – organizational level, task level and individual level. Organizational level assesses the organizational effectiveness to determine training needs. Task level provided data on a particular job to identify the knowledge, skills and abilities required for optimum performance. Individual level assesses the performance of employees so as to determine the training needs.
Inferences:
Individual level: The study reveals that the performance appraisal of employees serves as the primary source of information to identify training needs. One of the organizations follow a systematic process of training needs assessment. At the beginning of every fiscal year, the employees draft their development plan after discussing with their respective supervisors. This is managed by an automated system known as E-Performance Management (EPM) which acts as an input for training design development.
The competency assessment also provides input to training needs identification. The skill metrics is an important source of training needs analysis. On a scale of 5, an employee is supposed to score 3 and above failing which he/she will have to undergo training in the particular skill enhancement.
Operational level: The business plan of an organization is considered as a primary source of training needs assessment as the project demands for a specific skill has to be fulfilled through training.
Organizational level: The training needs assessment of one of the organizations includes surveillance of internal as well as the external environment. It conducts a market analysis to identify emerging technologies and the probable clients who might adopt those technologies. This acts as an input to train employees.
Thanks and regards,
Vaishnavi Prasad
From India, Bangalore
TNA is the first step in designing a training program.
My management thesis was on T&D in IT industry. Here are a few excerpts from my thesis. For the purpose of confidentiality, I havenot mentioned the names of the organizations.Hope this might be of some use.
A training need exists when there is a gap between what is required of a person to perform his/her work competently and what he/she know. A training needs analysis is the method of determining if a training need exists and if it does, what training is required to fill the gap.
According to the study, it can be noted that in IT organizations, training needs analysis is conducted once in a year. However, the introduction of a new technology or assignment of a new project to a team might result in conducting a need-based training need analysis.
Sources of information for training needs analysis:
There are three levels of training needs assessment – organizational level, task level and individual level. Organizational level assesses the organizational effectiveness to determine training needs. Task level provided data on a particular job to identify the knowledge, skills and abilities required for optimum performance. Individual level assesses the performance of employees so as to determine the training needs.
Inferences:
Individual level: The study reveals that the performance appraisal of employees serves as the primary source of information to identify training needs. One of the organizations follow a systematic process of training needs assessment. At the beginning of every fiscal year, the employees draft their development plan after discussing with their respective supervisors. This is managed by an automated system known as E-Performance Management (EPM) which acts as an input for training design development.
The competency assessment also provides input to training needs identification. The skill metrics is an important source of training needs analysis. On a scale of 5, an employee is supposed to score 3 and above failing which he/she will have to undergo training in the particular skill enhancement.
Operational level: The business plan of an organization is considered as a primary source of training needs assessment as the project demands for a specific skill has to be fulfilled through training.
Organizational level: The training needs assessment of one of the organizations includes surveillance of internal as well as the external environment. It conducts a market analysis to identify emerging technologies and the probable clients who might adopt those technologies. This acts as an input to train employees.
Thanks and regards,
Vaishnavi Prasad
From India, Bangalore
Recently we conducted a TNA. It involved several steps. Firstly, we had a meeting with the Heads of Sections (HOS) where the employees are working to find out, in the opinion of the HOS what are the training needs of those working in their sections. Secondly we had a survey of the competency gaps are various levels of employees. Thirdly, we had separate discussions with various domain experts such as Production, Industrial Engineering, Personnel and Administration, Information Technology etc. Based on the feed back received we devised the training programmes for the next year.
From India, Madras
From India, Madras
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