Dear janet, I have attached an ppt about the need assessment,hope you would find it useful. Thank you, Yasar
From India, Madras
1From India, Madras
competency encompasses the KRA matrix which talks about Knowledge, Skill and Attitude. Pl work on these 3 parameters to arrive at the TNA.
Attitude component deals with the soft qualities of the individual otherwise the the psychological personality.
Thanks
Prof Jayaseelan
From India, Bangalore
Attitude component deals with the soft qualities of the individual otherwise the the psychological personality.
Thanks
Prof Jayaseelan
From India, Bangalore
Hi,
Training need analysis becomes easier when its divided into 4 different parts
1. Investigation
2. Design Stage
3. Implementation Stage
4. Evaluate Stage
Investigation stage requires a lot of analysis to be done, to get hold of the exact reason why training is required. It could be identified by finding out a gap between the knowledge, skill required for performing a job and the way in which a job is actually performed. The second technique is through performance appraisal, competency mapping, one on one discussions with employees, focus groups, Supervisory inspection at regular intervals, etc
After an Investigation stage a proper blue print needs to be drafted, which clarify the tools of training that will be put in use, like class room training, on the job training, workshop training. This all depends on the purpose for which training is carried on
Once a design stage is over the next things needs a consideration is Implementation. At this stage the one or two of the above tools can be actually put to use, sachieting th requirement of the training program.
Last but not the least is evaluation, which holds a greater importance to find out whether the training need objectives have been achieved or not. this can be in the form of Feed back form, acquiring feedback personally from the trainees, suggestion box etc.
These are all the four stages of training which requires a proper attention to achieve the desired goals and ensure job satisfaction from a view point of an employee
Cheers!!!
Sachin POTDAR
+91989643111
From India, Mumbai
Training need analysis becomes easier when its divided into 4 different parts
1. Investigation
2. Design Stage
3. Implementation Stage
4. Evaluate Stage
Investigation stage requires a lot of analysis to be done, to get hold of the exact reason why training is required. It could be identified by finding out a gap between the knowledge, skill required for performing a job and the way in which a job is actually performed. The second technique is through performance appraisal, competency mapping, one on one discussions with employees, focus groups, Supervisory inspection at regular intervals, etc
After an Investigation stage a proper blue print needs to be drafted, which clarify the tools of training that will be put in use, like class room training, on the job training, workshop training. This all depends on the purpose for which training is carried on
Once a design stage is over the next things needs a consideration is Implementation. At this stage the one or two of the above tools can be actually put to use, sachieting th requirement of the training program.
Last but not the least is evaluation, which holds a greater importance to find out whether the training need objectives have been achieved or not. this can be in the form of Feed back form, acquiring feedback personally from the trainees, suggestion box etc.
These are all the four stages of training which requires a proper attention to achieve the desired goals and ensure job satisfaction from a view point of an employee
Cheers!!!
Sachin POTDAR
+91989643111
From India, Mumbai
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Training Needs Analysis Questionnaire.d oc