I am working on a department-wide learning needs analysis. Our focus is on the staff and assessing their professional and technical skills to identify the gaps in our training curriculum. The department is comprised of many different teams, all of which do very different things on the technical side. Can anyone provide potential surveys, questionnaires, or other assessment methods for reaching such a diverse department in areas of professional (working in teams, communication, etc.) and technical (Microsoft, outlook, etc.) development?
Thank you!
From United States, New York
Thank you!
From United States, New York
Dear friend,
What is the nature of your industry? What is your product or service? Are you from training department or an external consultant? Hitherto how the Training Needs Analysis (TNA) was done? You could have given basic information.
Earlier, I have given comprehensive reply on the subject. You may click the following link to refer it:
https://www.citehr.com/582280-traini...ml#post2351583
Thanks,
Dinesh Divekar
From India, Bangalore
7736What is the nature of your industry? What is your product or service? Are you from training department or an external consultant? Hitherto how the Training Needs Analysis (TNA) was done? You could have given basic information.
Earlier, I have given comprehensive reply on the subject. You may click the following link to refer it:
https://www.citehr.com/582280-traini...ml#post2351583
Thanks,
Dinesh Divekar
From India, Bangalore
We are a department within a bank - the staff ranges anywhere from administrators to bank examiners to analysts. I am part of a team within the department focused on employee engagement and continuous learning. Through my research I've found hundreds of resources for "how to conduct a needs analysis," and I'm familiar with the process, but I was looking for more specific resources (questionnaires, interview questions, etc.) to use as an example in our initial proposal for assessing both professional and technical skills.
From United States, New York
From United States, New York
Dear friend,
Employee training is just a medium and not end. The end should be positive change at the organisational level. This is what I have written several times on this forum.
The route that you have adopted is like entering into cul de sac. With this method hardly anyone could measure the training effectiveness. I have spent more than decade into the training and I have observed that because of faculty TNA, Training Managers (TM) are unable to measure the training effectiveness.
If you are working in one of the department's of the bank then you may identify the various costs or ratios associated with your department. Focus your training efforts to reduce the cost or increase/decrease some ratio. If you focus on people, you may face risk of inability to measure the training effectiveness. Choice is yours as to which route to adopt.
Thanks,
Dinesh Divekar
From India, Bangalore
Employee training is just a medium and not end. The end should be positive change at the organisational level. This is what I have written several times on this forum.
The route that you have adopted is like entering into cul de sac. With this method hardly anyone could measure the training effectiveness. I have spent more than decade into the training and I have observed that because of faculty TNA, Training Managers (TM) are unable to measure the training effectiveness.
If you are working in one of the department's of the bank then you may identify the various costs or ratios associated with your department. Focus your training efforts to reduce the cost or increase/decrease some ratio. If you focus on people, you may face risk of inability to measure the training effectiveness. Choice is yours as to which route to adopt.
Thanks,
Dinesh Divekar
From India, Bangalore
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