hi, i work in a small NGO, i want to conduct Training Need Analysis for our staff please explain on how to start thanks
From Tanzania, Dar Es Salaam
3From Tanzania, Dar Es Salaam
You may start by designing a questionnaire or interview guide (structured or unstructured). You can also use focus group discussion so as to get information (i.e. after processing the data collected) about gaps that exist.
From Ghana, Accra
From Ghana, Accra
Hi....
Identification of Tranining needs is possible in several ways what ever it may be the company:
Here are the methods which includes:
1) Through giving special form for Identifacation of the training needs to the concern HOD
2) Through Performance Appraisal
3) Through Competency Mapping
4) Through Skill Matrix
From India, Vijayawada
Identification of Tranining needs is possible in several ways what ever it may be the company:
Here are the methods which includes:
1) Through giving special form for Identifacation of the training needs to the concern HOD
2) Through Performance Appraisal
3) Through Competency Mapping
4) Through Skill Matrix
From India, Vijayawada
Training Need analysis:
Identify the knowledge level & skill sets requirements of various jobs- Profiling of jobs
Identify the gaps - required level minus existing levels in the existing personnel.
Determine the requirements in terms of Knowledge & skill sets level.
Design & develop and deliver : The training program
Most importantly Evaluate at the end of training if the objective of the training was [gap intended to be minimized ] achieved..
Good training at the end should have brought about desired changes in the attitude of personnel towards their jobs - and the their performance is more efficient & effective/result oriented.
Feed backs welcom
Cheers friends.
R N Iyer.
Teacher & trainer
From India, Madras
Identify the knowledge level & skill sets requirements of various jobs- Profiling of jobs
Identify the gaps - required level minus existing levels in the existing personnel.
Determine the requirements in terms of Knowledge & skill sets level.
Design & develop and deliver : The training program
Most importantly Evaluate at the end of training if the objective of the training was [gap intended to be minimized ] achieved..
Good training at the end should have brought about desired changes in the attitude of personnel towards their jobs - and the their performance is more efficient & effective/result oriented.
Feed backs welcom
Cheers friends.
R N Iyer.
Teacher & trainer
From India, Madras
Dear Janet,
Training is carried out to enhance the Knowledge & Skills and Management development programmes are focussed on Attitudes of employees.
To develop the Knowledge and Skill.
The first step is to draw up a comprehensive skill matrix for the respective departments/ functions. The skill matrix includes all the necessary skills for that particular department/ function and plots the skills possessed by every individual working throughout the organisation. In short this gives you the skill sets possesed by each employees in the organisation.
Once you complete this you will observe gaps, against some skills you will find that there are only a few people and if those skills are critical to the functioning of the department/ function, you can discuss with the respective department head and identify potential employees who can be trained to acquire that skill/ knowledge.
To train the people in the respective skills you need to develop course material and identify faculty to conduct the programme.
For attitude the performance appraisal system as assessed by the respective individual alongwith the department head will give you the Training need. Based on this you can develop Management Development Programmes and go about imparting Training.
Once this is done you can frame a Training calendar and fix up schedules and communicate to the respective department heads & individuals.
M.V.KANNAN
From India, Madras
Training is carried out to enhance the Knowledge & Skills and Management development programmes are focussed on Attitudes of employees.
To develop the Knowledge and Skill.
The first step is to draw up a comprehensive skill matrix for the respective departments/ functions. The skill matrix includes all the necessary skills for that particular department/ function and plots the skills possessed by every individual working throughout the organisation. In short this gives you the skill sets possesed by each employees in the organisation.
Once you complete this you will observe gaps, against some skills you will find that there are only a few people and if those skills are critical to the functioning of the department/ function, you can discuss with the respective department head and identify potential employees who can be trained to acquire that skill/ knowledge.
To train the people in the respective skills you need to develop course material and identify faculty to conduct the programme.
For attitude the performance appraisal system as assessed by the respective individual alongwith the department head will give you the Training need. Based on this you can develop Management Development Programmes and go about imparting Training.
Once this is done you can frame a Training calendar and fix up schedules and communicate to the respective department heads & individuals.
M.V.KANNAN
From India, Madras
Sir,
First you ask respective employees to give their requirement in writting. Then ask their team leaders or next higher authority to verify whether it is necessary for them. In this method you can quickly identify their needs.
Alternatively you can also assess their performance through proper system of analysis. This will also thro light on their training needs.
Thanks & Regards
K.Baskaran
Cell:9710928701
Training Coordinator
ACE Academy Private Limited
Chennai
From India, Madras
First you ask respective employees to give their requirement in writting. Then ask their team leaders or next higher authority to verify whether it is necessary for them. In this method you can quickly identify their needs.
Alternatively you can also assess their performance through proper system of analysis. This will also thro light on their training needs.
Thanks & Regards
K.Baskaran
Cell:9710928701
Training Coordinator
ACE Academy Private Limited
Chennai
From India, Madras
hello everyone,
thank you for your replies, yes am from Tanzania... Habari Nzuri sana, mambo vipi?.
lets keep in touch my email is
.
i really like this forum have been a member for more than a year now and it has taught me a lot about hr
thanks everyone
Janet
From Tanzania, Dar Es Salaam
thank you for your replies, yes am from Tanzania... Habari Nzuri sana, mambo vipi?.
lets keep in touch my email is
i really like this forum have been a member for more than a year now and it has taught me a lot about hr
thanks everyone
Janet
From Tanzania, Dar Es Salaam
HI .....
the major objective of Identification of training needs traces the gaps of employees. once if we know da gaps we can easily fullfil the gaps by giving pertainent training program to the concern. here we are using several methods bcoz of according to their designation and their responsibilties. for eg: we identify needs of technical people by using of skill matrix, it is method specialy desgined for addressing the needs of technical people. in same way we can identify needs of senior positions by using of comptencies mapping, it can draws the required comptencies inorder to perforn well, it includes behavioural, skills, orientation, coneptualand etc. the performance appraisal is used to evaluate the persons past performance like wether he reached his target or not and what way his performance exhibiting and etc., as i mentioned the last method through sending of questionaires to concern department heads to trace the required areas....
RAJU.M
OD CONSULTANT
CELL: 8106689549
A.P
From India, Vijayawada
the major objective of Identification of training needs traces the gaps of employees. once if we know da gaps we can easily fullfil the gaps by giving pertainent training program to the concern. here we are using several methods bcoz of according to their designation and their responsibilties. for eg: we identify needs of technical people by using of skill matrix, it is method specialy desgined for addressing the needs of technical people. in same way we can identify needs of senior positions by using of comptencies mapping, it can draws the required comptencies inorder to perforn well, it includes behavioural, skills, orientation, coneptualand etc. the performance appraisal is used to evaluate the persons past performance like wether he reached his target or not and what way his performance exhibiting and etc., as i mentioned the last method through sending of questionaires to concern department heads to trace the required areas....
RAJU.M
OD CONSULTANT
CELL: 8106689549
A.P
From India, Vijayawada
The method to be adopted for training need analysis (TNA) depends on various factors such as -
the size of the organisation;
the structure of the orgn., whether it is situated at one place or spread over a large geographic are;
the nature of business;
number of employees etc.
Members have already mentioned almost all the methods adopted. But what to choose depends on the above factors as well as at what stage or level you want to impart training.
Suppose you have to give induction training, the method to be adopted is different. If you want to give a refresher training, the method will be somethind else. If, on the other hand, you want to impart training to meet some specific needs, such as implementing a new programme or to fill some competency gaps, the method to be adopted will be different.
If you post the details, it would be convenient to give suggestions.
From India, Madras
the size of the organisation;
the structure of the orgn., whether it is situated at one place or spread over a large geographic are;
the nature of business;
number of employees etc.
Members have already mentioned almost all the methods adopted. But what to choose depends on the above factors as well as at what stage or level you want to impart training.
Suppose you have to give induction training, the method to be adopted is different. If you want to give a refresher training, the method will be somethind else. If, on the other hand, you want to impart training to meet some specific needs, such as implementing a new programme or to fill some competency gaps, the method to be adopted will be different.
If you post the details, it would be convenient to give suggestions.
From India, Madras
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Training Needs Analysis Questionnaire.d oc