Hello, Attaching TNA presentation prepared by my team members. Please send me your critical appraisal. I hope my team members will not object to this. Regards
From India, Bangalore
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8From India, Bangalore
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Hello,
Good presentation. I have been working as a TNA consultant for the last 5-6 years. I would like to suggest referring to a systematic approach to training. TNA is the heart of training activities, which is conducted through a series of activities and a 360-degree approach. When conducting TNA, it is important to relate the training intervention and non-training implications to the end results that are desired to be achieved.
Laxmikant Shinde
lsshinde@ietrpune.com
From India, Pune
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Good presentation. I have been working as a TNA consultant for the last 5-6 years. I would like to suggest referring to a systematic approach to training. TNA is the heart of training activities, which is conducted through a series of activities and a 360-degree approach. When conducting TNA, it is important to relate the training intervention and non-training implications to the end results that are desired to be achieved.
Laxmikant Shinde
lsshinde@ietrpune.com
From India, Pune
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Dear Mr. Laxmikant,
Thank you for the comments. Would you mind sharing some more systematic approaches for the TNA? As you are a consultant in this field, it would be of great help to me since I am new in this arena.
Best Regards,
Rajan
From India, Bangalore
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Thank you for the comments. Would you mind sharing some more systematic approaches for the TNA? As you are a consultant in this field, it would be of great help to me since I am new in this arena.
Best Regards,
Rajan
From India, Bangalore
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Your comments helped me to understand more about TNA.
Mr. Rajan, for your reference, here is a basic overview of some systematic approaches to training:
The following manuals outline systematic training processes. A systems approach ensures a comprehensive training process that remains focused on the needs of the organization. The process typically includes the phases:
1. Analyze the organization's needs and identify training goals which, when reached, will equip learners with knowledge and skills to meet the organization's needs. Usually, this phase also includes identifying when training should occur and who should attend as learners.
2. Design a training system that learners and trainers can implement to meet the learning goals; typically includes identifying learning objectives (which culminate in reaching the learning goals), needed facilities, necessary funding, course content, lessons, and sequence of lessons.
3. Develop a training "package" of resources and materials, including, for example, developing audio-visuals, graphics, manuals, etc.
4. Implement the training package, including delivering the training, providing group feedback, clarifying training materials, administering tests, and conducting the final evaluation. This phase can include administrative activities such as copying, scheduling facilities, taking attendance data, billing learners, etc.
5. Evaluate training, including before, during, and after the implementation of training.
In a systematic approach to training, each phase of the process produces results needed by the next phase. For example, the training analysis phase produces learning goals that are used by the next phase, training design. Training design (often called instructional design) references the goals to design methods and materials from which learners can reach the goals and objectives. Typically, each phase provides ongoing evaluation feedback to other phases in order to improve the overall systems process.
For more information, you can refer to the following resources:
- [Instructional System Design (ISD) (complete manual to implement ISD)](http://nwlink.com)
- [Instructional Design Models (rather academic, but still accessible)](http://www.cudenver.edu/~mryder/itc/idmodels.html)
- [Instructional Design Resources](http://web.viu.ca) ([Search On Cite](https://www.citehr.com/results.php?q=Instructional Design Resources) | [Search On Google](https://www.google.com/search?q=Instructional Design Resources))
I hope this information is helpful for you.
From India, Bangalore
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Mr. Rajan, for your reference, here is a basic overview of some systematic approaches to training:
The following manuals outline systematic training processes. A systems approach ensures a comprehensive training process that remains focused on the needs of the organization. The process typically includes the phases:
1. Analyze the organization's needs and identify training goals which, when reached, will equip learners with knowledge and skills to meet the organization's needs. Usually, this phase also includes identifying when training should occur and who should attend as learners.
2. Design a training system that learners and trainers can implement to meet the learning goals; typically includes identifying learning objectives (which culminate in reaching the learning goals), needed facilities, necessary funding, course content, lessons, and sequence of lessons.
3. Develop a training "package" of resources and materials, including, for example, developing audio-visuals, graphics, manuals, etc.
4. Implement the training package, including delivering the training, providing group feedback, clarifying training materials, administering tests, and conducting the final evaluation. This phase can include administrative activities such as copying, scheduling facilities, taking attendance data, billing learners, etc.
5. Evaluate training, including before, during, and after the implementation of training.
In a systematic approach to training, each phase of the process produces results needed by the next phase. For example, the training analysis phase produces learning goals that are used by the next phase, training design. Training design (often called instructional design) references the goals to design methods and materials from which learners can reach the goals and objectives. Typically, each phase provides ongoing evaluation feedback to other phases in order to improve the overall systems process.
For more information, you can refer to the following resources:
- [Instructional System Design (ISD) (complete manual to implement ISD)](http://nwlink.com)
- [Instructional Design Models (rather academic, but still accessible)](http://www.cudenver.edu/~mryder/itc/idmodels.html)
- [Instructional Design Resources](http://web.viu.ca) ([Search On Cite](https://www.citehr.com/results.php?q=Instructional Design Resources) | [Search On Google](https://www.google.com/search?q=Instructional Design Resources))
I hope this information is helpful for you.
From India, Bangalore
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Hi Viji,
Great attitude in accepting the suggestions. However, the links you provided are only temporary file links that may not be directly searchable. I suggest providing direct links for the members.
Thanks,
Gopan
From India, Kochi
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Great attitude in accepting the suggestions. However, the links you provided are only temporary file links that may not be directly searchable. I suggest providing direct links for the members.
Thanks,
Gopan
From India, Kochi
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Hi Vijji,
Thanks for sharing and being sportive in asking for feedback. It's a good team effort at identifying training and learning needs. I think:
1. Linking TNA to succession planning is missed out.
2. Learning styles and preferences are not barriers to TNA; however, they pose a great challenge while designing and implementing the training programs.
3. Top management commitment is very essential for proper TNA and making an organization a learning organization.
Regards,
Vani
From India, Pune
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Thanks for sharing and being sportive in asking for feedback. It's a good team effort at identifying training and learning needs. I think:
1. Linking TNA to succession planning is missed out.
2. Learning styles and preferences are not barriers to TNA; however, they pose a great challenge while designing and implementing the training programs.
3. Top management commitment is very essential for proper TNA and making an organization a learning organization.
Regards,
Vani
From India, Pune
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Hi Viji,
Thank you so much for sharing with us. Could you please share some more information on T&D? My email is: [IMG]https://www.citehr.com/misc.php?do=email_dev&email=bmFyZXNoLnBhaW1hZ2hhbU BnbWFpbC5jb20=[/IMG]
Please continue posting these useful pieces of information.
Thanks & Regards,
Naresh
From India, Bangalore
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Thank you so much for sharing with us. Could you please share some more information on T&D? My email is: [IMG]https://www.citehr.com/misc.php?do=email_dev&email=bmFyZXNoLnBhaW1hZ2hhbU BnbWFpbC5jb20=[/IMG]
Please continue posting these useful pieces of information.
Thanks & Regards,
Naresh
From India, Bangalore
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Hi Cjviji,Thanx U may add Competency of trainer,restrict to Expertise of trainer.Needs A GOOD COMMUNICATION SKILL. Thanx Subhash
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I would like to kno if there is any specific model for TNA specially for Rural Artisans? Plz let me kno if any of u kno abt tht? Misha Vyas
From India, Mumbai
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From India, Mumbai
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Hello, Would like to know whether there is any limit to special allowance.Plz. write in detail about the special allowance. Thnks V
From China
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From China
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Hi,
Can somebody help me with this question: What are the disadvantages of training needs analysis? How does it help in training design, delivery, and evaluation? What are the implications for an organization's stakeholders? Please let me know as I have to work on an assignment about this.
Bhatnagar
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Can somebody help me with this question: What are the disadvantages of training needs analysis? How does it help in training design, delivery, and evaluation? What are the implications for an organization's stakeholders? Please let me know as I have to work on an assignment about this.
Bhatnagar
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