Dear All,
Could any of you please help me in conducting Training Needs Analysis for the role of HR assistant/Administrator?
How to plan and conduct a TNA for any of the above HR roles ?
What are the main steps in conducting TNA and how to identify the development and training needs for HR assistant or administrator role?
I would really appreciate your kind help.
Any Hints,ideas or weblinks would be grateful.
Thanks a lot,
Atif Aziz
Kuwait
From Kuwait, Kuwait
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Could any of you please help me in conducting Training Needs Analysis for the role of HR assistant/Administrator?
How to plan and conduct a TNA for any of the above HR roles ?
What are the main steps in conducting TNA and how to identify the development and training needs for HR assistant or administrator role?
I would really appreciate your kind help.
Any Hints,ideas or weblinks would be grateful.
Thanks a lot,
Atif Aziz
Kuwait
From Kuwait, Kuwait
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Hello Atif,
I'd conducted a TNA for a PSU as a part of my internship. Please find below the details for conducting a TNA.
Training need analysis requires three different types of analyses namely,
1.Organization analysis
This is the first step in training needs assessment; broad issues that can influence training needs are identified in this phase. Organization analysis involves examination of the business environment, strategies of the organization and the resources at its command to determine where training is needed.
2.Task analysis
This is the second step in training needs assessment. In task analysis the job description and job specification are reviewed in order to identify the activities of the particular job and the job knowledge, skill level and attitude required for performing them.
3.Person analysis
Person analysis requires determining which employees require training and which employees do not require training. Person analysis helps managers to determine the content, coverage and design of the training programme. The person analysis is done in two phases. In the first phase, the performance indicators are developed and in second phase the gaps existing in knowledge, skills, attitudes are determined and approaches to resolve them are developed. Organizations use performance appraisal data for person analysis.
METHODS AND TECHNIQUES OF TRAINING NEEDS ASSESSMENT
1.Group or organizational analysis
ü Organizational goals and objectives
ü Personnel/Skills inventories
ü Organizational climate indices
ü Efficiency indices
ü Exit interviews
ü MBO or work planning systems
ü Quality circles
ü Customer survey/Satisfaction data
ü Consideration of current and projected changes
2.Individual analysis
ü Performance appraisal
ü Work sampling
ü Interviews
ü Questionnaires
ü Attitude survey
ü Training progress
ü Rating scales
ü Observations of behaviour
Hope this will help you.
Regards,
Srilakshmi
From India, Bangalore
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I'd conducted a TNA for a PSU as a part of my internship. Please find below the details for conducting a TNA.
Training need analysis requires three different types of analyses namely,
1.Organization analysis
This is the first step in training needs assessment; broad issues that can influence training needs are identified in this phase. Organization analysis involves examination of the business environment, strategies of the organization and the resources at its command to determine where training is needed.
2.Task analysis
This is the second step in training needs assessment. In task analysis the job description and job specification are reviewed in order to identify the activities of the particular job and the job knowledge, skill level and attitude required for performing them.
3.Person analysis
Person analysis requires determining which employees require training and which employees do not require training. Person analysis helps managers to determine the content, coverage and design of the training programme. The person analysis is done in two phases. In the first phase, the performance indicators are developed and in second phase the gaps existing in knowledge, skills, attitudes are determined and approaches to resolve them are developed. Organizations use performance appraisal data for person analysis.
METHODS AND TECHNIQUES OF TRAINING NEEDS ASSESSMENT
1.Group or organizational analysis
ü Organizational goals and objectives
ü Personnel/Skills inventories
ü Organizational climate indices
ü Efficiency indices
ü Exit interviews
ü MBO or work planning systems
ü Quality circles
ü Customer survey/Satisfaction data
ü Consideration of current and projected changes
2.Individual analysis
ü Performance appraisal
ü Work sampling
ü Interviews
ü Questionnaires
ü Attitude survey
ü Training progress
ü Rating scales
ü Observations of behaviour
Hope this will help you.
Regards,
Srilakshmi
From India, Bangalore
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(Fact Checked)-The user's reply provides an accurate and comprehensive explanation of the steps and methods involved in conducting a Training Needs Analysis (TNA) for HR roles. (1 Acknowledge point)
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(Fact Check Failed/Partial)-The user reply is incorrect. Providing a more detailed guide or seeking professional assistance for conducting a Training Needs Analysis would be more helpful.