hi
i m doin mba. currently internship is goin on and topic is related to training need identification of competencies required by employees.
plz gv me suggestions along with some model/ framework related to competencies.
waiting 4 rpl...
vandana
i m doin mba. currently internship is goin on and topic is related to training need identification of competencies required by employees.
plz gv me suggestions along with some model/ framework related to competencies.
waiting 4 rpl...
vandana
When your intention is to meet strategic goals, or is improving client relations, it is either to exceed in quality attainment or to adapt to the environmental changes, the right step is to undergo a need analysis of the organization.
TNA APPROACH:
IETR has adopted the ‘systematic approach for training’, which is initiated at the identification of the training needs of an organisation, and concluded at an assessment of the trainings thus taken.
This process provides a means for sound decision making to determine,
WHOM, WHAT, WHEN, WHERE, WHY & HOW OF TRAINING
The concept is based on obtaining an overall view of the training process, characterized by orderly process of gathering & analyzing, organizational & individual performance requirement
WHY TNA ?
TNA PROCESS
• It Aims at Performance Enhancement
• Is Client centered
• It Creates Enthusiasm among internal customers
• Is Systematic providing Objective study
• Is Focused and surfaces Genuine Training needs
• Leads towards Effective and Efficient training.
• Provides basis for design, delivery and evaluation.
• Looking at organization as a whole
• Organization’s functions, systems & processes
• Identify performance problems
• Analyze performance problems
• Identify training and development needs
• Recommend training interventions and non training implications
• Help org. to decide priorities for investment
• Help them plan training activities
Objectives of TNA :
• Identify and define the present thrust or focus area of the organization
• Conduct functional analysis of the organization
• Find out performance gaps affecting the thrust area
• Identify the performers contributing towards it.
• Identify training and non training needs to improve performance
TNA DELIVARIABLES:
Improving the client relations by improving organizational and functional image, by reducing the complaints, rejections, or goods returned. It also helps increase the proportion of on – time deliveries.
Laxmikant Shinde
From India, Pune
TNA APPROACH:
IETR has adopted the ‘systematic approach for training’, which is initiated at the identification of the training needs of an organisation, and concluded at an assessment of the trainings thus taken.
This process provides a means for sound decision making to determine,
WHOM, WHAT, WHEN, WHERE, WHY & HOW OF TRAINING
The concept is based on obtaining an overall view of the training process, characterized by orderly process of gathering & analyzing, organizational & individual performance requirement
WHY TNA ?
TNA PROCESS
• It Aims at Performance Enhancement
• Is Client centered
• It Creates Enthusiasm among internal customers
• Is Systematic providing Objective study
• Is Focused and surfaces Genuine Training needs
• Leads towards Effective and Efficient training.
• Provides basis for design, delivery and evaluation.
• Looking at organization as a whole
• Organization’s functions, systems & processes
• Identify performance problems
• Analyze performance problems
• Identify training and development needs
• Recommend training interventions and non training implications
• Help org. to decide priorities for investment
• Help them plan training activities
Objectives of TNA :
• Identify and define the present thrust or focus area of the organization
• Conduct functional analysis of the organization
• Find out performance gaps affecting the thrust area
• Identify the performers contributing towards it.
• Identify training and non training needs to improve performance
TNA DELIVARIABLES:
- Identifying training and non training needs at the organizational level to enhance its effectiveness.
Improving the client relations by improving organizational and functional image, by reducing the complaints, rejections, or goods returned. It also helps increase the proportion of on – time deliveries.
Laxmikant Shinde
From India, Pune
Mr. Cindoy
This is Gunjan here , PGDM 2nd year and as you are a training officer of your company so i want to know what are the qualifications required to be a training officer. Hw can a new aspiring manager look forward in choosing his specified field .
From India, Patna
This is Gunjan here , PGDM 2nd year and as you are a training officer of your company so i want to know what are the qualifications required to be a training officer. Hw can a new aspiring manager look forward in choosing his specified field .
From India, Patna
Hello everybody
I am recently going through my summer training , and my project topic is employee satisfaction , I am unable to think upon hw will I prepare my questionnaire. I am working as a trainee in United India Insurance Co. which is a nationalised bank. So kindly help me to prepare the questionnaire on the specified topic.
From India, Patna
I am recently going through my summer training , and my project topic is employee satisfaction , I am unable to think upon hw will I prepare my questionnaire. I am working as a trainee in United India Insurance Co. which is a nationalised bank. So kindly help me to prepare the questionnaire on the specified topic.
From India, Patna
Hi,
I'm doing a project on Mapping Training Needs of Employees. The project should be around 100 pages. If there is any input that would be useful to my research, kindly let me know. Also, if anyone can brief me on how to go about with my research I would be grateful.
Thankyou :)
From India, Kochi
I'm doing a project on Mapping Training Needs of Employees. The project should be around 100 pages. If there is any input that would be useful to my research, kindly let me know. Also, if anyone can brief me on how to go about with my research I would be grateful.
Thankyou :)
From India, Kochi
Hi All,
I hope the below points will help you to identify TN.
IDENTIFYING TRAINING NEEDS
Action List
Action List
1. Review your business objectives and identify critical
activities.
2. Set measurable performance standards: for example, measures of
production efficiency or marketing success.
3. Monitor performance to identify problem areas.
4. Get feedback from customers, suppliers and other key business partners;
consider using interviews or surveys in areas such as customer satisfaction.
5. Ask employees to raise concerns and make suggestions; include
discussion of training needs in employee performance management.
6. Identify any dependencies: for example, where only one employee has
crucial skills or knowledge.
7. Review any legal requirements such as health and safety training.
8. Review any changes you plan or expect (eg new products, procedures
or technologies); identify potential weaknesses and problems.
9. Consider how employees’ roles may change: for example, your plans to
promote individuals and to develop new employees.
10. Prioritise weaknesses, problems and potential problems.
11. Consider how improving systems or equipment could contribute to
resolving problems.
12. Consider whether poor performance reflects bad management: for
example, a failure to agree clear objectives and motivate employees.
13. Consider whether you have unrealistic expectations given the calibre or
number of employees, and if you need to recruit new talent or reassign
roles.
14. Consider whether training will be an effective solution; assess employees’
willingness to learn, and preferred learning style.
15. Identify training options; set clear objectives for training activities.
16. Implement a pilot training scheme and review the outcome before rolling
the programme out.
17. Regularly review the
production efficiency or marketing success.
3. Monitor performance to identify problem areas.
4. Get feedback from customers, suppliers and other key business partners;
consider using interviews or surveys in areas such as customer satisfaction.
5. Ask employees to raise concerns and make suggestions; include
discussion of training needs in employee performance management.
6. Identify any dependencies: for example, where only one employee has
crucial skills or knowledge.
7. Review any legal requirements such as health and safety training.
8. Review any changes you plan or expect (eg new products, procedures
or technologies); identify potential weaknesses and problems.
9. Consider how employees’ roles may change: for example, your plans to
promote individuals and to develop new employees.
10. Prioritise weaknesses, problems and potential problems.
11. Consider how improving systems or equipment could contribute to
resolving problems.
12. Consider whether poor performance reflects bad management: for
example, a failure to agree clear objectives and motivate employees.
13. Consider whether you have unrealistic expectations given the calibre or
number of employees, and if you need to recruit new talent or reassign
roles.
14. Consider whether training will be an effective solution; assess employees’
willingness to learn, and preferred learning style.
15. Identify training options; set clear objectives for training activities.
16. Implement a pilot training scheme and review the outcome before rolling
the programme out.
17. Regularly review the
outcome of training to identify further training needs
and to assess the effectiveness of your training-needs analysis.
Cardinal Rules
Do:
•
•
focus on critical activities
•
anticipate change
•
analyse the causes of poor performance
•
identify alternatives to training
•
review outcomes
Don’t:
•
•
assume different employees have the same needs
•
expect employees to achieve unrealistic goals, with or without training
•
ignore other factors contributing to poor performance
•
organise training without clear objectives
• impose inappropriate training on unwilling employees
Regards,
Bilahari A
• impose inappropriate training on unwilling employees
Regards,
Bilahari A
From India, Bangalore
hi everyone! this is sindhu.i am doing my MBA in HR. kindly please tell me wat kind of projects will be good to do in training and development. can i do it in a government organization like ECIL. kindly help me as i am running short of time.thank u
From India, Bangalore
From India, Bangalore
Hi Deepthi
May I share a few ways of identifying the training needs ?
1 Ask the employee what new he or she would like to learn?
2) get the training needs identified by the employee endorsed by his/her superior,
3) Ask the superior to identify training needs for every employee working under him/her,
4) The gap between the required competence of a particular job and available competence in the person working is the training need
Hope this info will be of some help to you
Regards
Vishwas H Watwe
From India, Aurangabad
14May I share a few ways of identifying the training needs ?
1 Ask the employee what new he or she would like to learn?
2) get the training needs identified by the employee endorsed by his/her superior,
3) Ask the superior to identify training needs for every employee working under him/her,
4) The gap between the required competence of a particular job and available competence in the person working is the training need
Hope this info will be of some help to you
Regards
Vishwas H Watwe
From India, Aurangabad
Hi Deepthi
For preparing a training calendar you need to be aware of following things.
1. Prepare TNA department wise.
2. Review the TNA with each department head to ensure that what level of training the employees would require. Also prepare the gap analysis, this will help to know where the employees stand.
3. Then too check whether to provide inhouse or external training.
4. If external Identify training vendors and prepare the training budget.
5. Ask department head to sumbit there feedback on employees performance before and after the training program.
6. Collect employees feedback on the training course.(Training Evaluation feedback). This will help to evalute the training vendor.
Training will help employees to acquire competancy for higher position and also help them in the career growth. Don't send employees for name sake. They should be committed to the Organization.
Saji
From United Arab Emirates, Abu Dhabi
For preparing a training calendar you need to be aware of following things.
1. Prepare TNA department wise.
2. Review the TNA with each department head to ensure that what level of training the employees would require. Also prepare the gap analysis, this will help to know where the employees stand.
3. Then too check whether to provide inhouse or external training.
4. If external Identify training vendors and prepare the training budget.
5. Ask department head to sumbit there feedback on employees performance before and after the training program.
6. Collect employees feedback on the training course.(Training Evaluation feedback). This will help to evalute the training vendor.
Training will help employees to acquire competancy for higher position and also help them in the career growth. Don't send employees for name sake. They should be committed to the Organization.
Saji
From United Arab Emirates, Abu Dhabi
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