Dear S Shah,
The trackers are developed to track activities in progress. The HODs or the top officials gain visibility into the activities done in the immediate past when the trackers are shared online.
In contrast, the Training Needs Assessment (TNA) or the Training Needs Identification (TNI) requires studying the department, identifying the issues it faces and identifying the training solutions to address those issues. The focus of the TNA or TNI should be on the organisation or the department, but many companies make the mistake of focusing on the people working there.
Rather than developing a tracker, it is worthwhile to develop a manual of the TNAs or TNIs. The formats for either are available on the internet. Even if someone shares the manual, it may not serve the purpose because the issues your company is facing could be different from theirs. Using someone else's TNA/TNA manual could create a mismatch between the actual department's requirements and the training programme conducted. This mismatch could defeat the very purpose of conducting training itself.
Thanks,
Dinesh Divekar
From India, Bangalore
7884The trackers are developed to track activities in progress. The HODs or the top officials gain visibility into the activities done in the immediate past when the trackers are shared online.
In contrast, the Training Needs Assessment (TNA) or the Training Needs Identification (TNI) requires studying the department, identifying the issues it faces and identifying the training solutions to address those issues. The focus of the TNA or TNI should be on the organisation or the department, but many companies make the mistake of focusing on the people working there.
Rather than developing a tracker, it is worthwhile to develop a manual of the TNAs or TNIs. The formats for either are available on the internet. Even if someone shares the manual, it may not serve the purpose because the issues your company is facing could be different from theirs. Using someone else's TNA/TNA manual could create a mismatch between the actual department's requirements and the training programme conducted. This mismatch could defeat the very purpose of conducting training itself.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi Shah,
"TNI" typically stands for Training Needs Identification, and "TNA" often stands for Training Needs Analysis. These are crucial components in human resources and training departments for identifying gaps in skills and knowledge among employees. Here's a basic outline for creating a TNI/TNA tracker in Excel:
Employee Information: Start with a section where you input employee details such as Name, Department, Job Title, etc.
Current Competencies:
Have columns for skills or competencies required for the job role. This can be broken down into specific skills or broader competencies depending on your needs.
Skill Gap Analysis:
Next, you'll want columns to assess the current proficiency level of each employee for each skill. You might use a rating scale (e.g., 1-5) or some other method to denote proficiency.
Training Needs Identification: Based on the current proficiency and required proficiency for each skill, calculate the gap. This could be a simple subtraction or any other formula that fits your organization's criteria.
Training Plan:
Once the gaps are identified, outline a training plan to address these gaps. Include columns for training courses, workshops, on-the-job training, etc.
Training Schedule: Allocate dates or timeframes for each training activity. This could be based on urgency, availability of resources, or other factors.
Progress Tracking: Have a section where you can track the progress of each employee's training activities. This could include completion dates, feedback, assessments, etc.
Overall Summary and Analysis:
Summarize the overall training needs identified, the resources required, and any other pertinent analysis.
When creating the Excel sheet, make sure to format it in a user-friendly way, using colors, borders, and conditional formatting where necessary to make it easy to read and understand.
Thanks
From India, Bangalore
"TNI" typically stands for Training Needs Identification, and "TNA" often stands for Training Needs Analysis. These are crucial components in human resources and training departments for identifying gaps in skills and knowledge among employees. Here's a basic outline for creating a TNI/TNA tracker in Excel:
Employee Information: Start with a section where you input employee details such as Name, Department, Job Title, etc.
Current Competencies:
Have columns for skills or competencies required for the job role. This can be broken down into specific skills or broader competencies depending on your needs.
Skill Gap Analysis:
Next, you'll want columns to assess the current proficiency level of each employee for each skill. You might use a rating scale (e.g., 1-5) or some other method to denote proficiency.
Training Needs Identification: Based on the current proficiency and required proficiency for each skill, calculate the gap. This could be a simple subtraction or any other formula that fits your organization's criteria.
Training Plan:
Once the gaps are identified, outline a training plan to address these gaps. Include columns for training courses, workshops, on-the-job training, etc.
Training Schedule: Allocate dates or timeframes for each training activity. This could be based on urgency, availability of resources, or other factors.
Progress Tracking: Have a section where you can track the progress of each employee's training activities. This could include completion dates, feedback, assessments, etc.
Overall Summary and Analysis:
Summarize the overall training needs identified, the resources required, and any other pertinent analysis.
When creating the Excel sheet, make sure to format it in a user-friendly way, using colors, borders, and conditional formatting where necessary to make it easy to read and understand.
Thanks
From India, Bangalore
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