Dear All, How to Identify Training Need in any organization? what should be the criteria for the Training Need Analysis. Kindly guide. Suggest some forms, templates, and formats to run the process.
From India, Hyderabad
1From India, Hyderabad
Dear Tusharika,
Training Needs are identified through the following process:
1. Performance Appraisal
2. One-to-one discussion with HODs / Functional Heads
3. Competency Mapping /Skill Matrix
Once the appraisal process is over, the training needs identification, the appraisal forms are collated and compiled by the HR department. Post the compilation, the HR also has one-to-one discussion with the HODS / Functional Heads to discuss any special training which needs to be imparted (by external faculty) or they have forgot to mention in the appraisal form.
Also there is a possibility of training needs being different once identified from Competency Mapping and from other two processes.
Once you are ready with the compilation of all the training needs of your staff members, you can prepare a Annual Training Calendar based on the identification.
Training Needs Analysis is a process where a gap is identified from employee training to needs of training. This can be measured after the training is imparted by evaluating the employee through effectiveness. Also TNA can be carried out to measure the the level of training to be imparted to the employees by designing the training module and keeping in view the category of employees (Grade).
The formats for Training Needs Identification and Training Needs Analysis can be found through the "Search" bar on the top left corner of the page (Next to the Site logo)
From India, Mumbai
Training Needs are identified through the following process:
1. Performance Appraisal
2. One-to-one discussion with HODs / Functional Heads
3. Competency Mapping /Skill Matrix
Once the appraisal process is over, the training needs identification, the appraisal forms are collated and compiled by the HR department. Post the compilation, the HR also has one-to-one discussion with the HODS / Functional Heads to discuss any special training which needs to be imparted (by external faculty) or they have forgot to mention in the appraisal form.
Also there is a possibility of training needs being different once identified from Competency Mapping and from other two processes.
Once you are ready with the compilation of all the training needs of your staff members, you can prepare a Annual Training Calendar based on the identification.
Training Needs Analysis is a process where a gap is identified from employee training to needs of training. This can be measured after the training is imparted by evaluating the employee through effectiveness. Also TNA can be carried out to measure the the level of training to be imparted to the employees by designing the training module and keeping in view the category of employees (Grade).
The formats for Training Needs Identification and Training Needs Analysis can be found through the "Search" bar on the top left corner of the page (Next to the Site logo)
From India, Mumbai
Dear Ankit,
The route that you have told Tusharika to adopt is a dated one. You will find it the same in hundreds of books on HR or Training. But then the question is, has this method of TNA helped in the measurement of ROI on Training? Not really. In fact, the first source of TNA is the balance sheet of the company.
Why a large number of training managers fail to measure ROI on training is because of the faulty TNA. Earlier, I have given a comprehensive reply on employee training, you may click the following link to refer to it:
https://www.citehr.com/523786-traini...ml#post2222367
Personal Experience: - Let me give you an example of my client with whom I conducted the training. For the last five years, their "per cent of inventory against sales" had been rising continuously. Can there be better evidence than this on decreasing operational efficiency? However, HR or Training Head was hardly aware of this serious organisational failure. They were in their own world and during the same period, spent almost Rs 1 Cr on training! Can there be a better example of misplacement of training efforts than this?
For Tusharika: - Employee training is HR intervention. Any HR intervention has to fulfil the organisation's needs and training is no exception. Therefore, rather than concentrating on individual needs, I recommend you concentrate on bringing organisational change. First measure the following:
a) Customer Dissatisfaction
b) Operational failures or quality issues
c) Maintenance issues
d) Under-utilisation of capacity
e) Costs associated with each department
f) Reduction in turnaround time of various processes and so on
Employee training should be addressed to the above-mentioned issues or similar ones. Any increase or decrease in some ratio or decrease in some cost will help you in measuring training effectiveness.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
The route that you have told Tusharika to adopt is a dated one. You will find it the same in hundreds of books on HR or Training. But then the question is, has this method of TNA helped in the measurement of ROI on Training? Not really. In fact, the first source of TNA is the balance sheet of the company.
Why a large number of training managers fail to measure ROI on training is because of the faulty TNA. Earlier, I have given a comprehensive reply on employee training, you may click the following link to refer to it:
https://www.citehr.com/523786-traini...ml#post2222367
Personal Experience: - Let me give you an example of my client with whom I conducted the training. For the last five years, their "per cent of inventory against sales" had been rising continuously. Can there be better evidence than this on decreasing operational efficiency? However, HR or Training Head was hardly aware of this serious organisational failure. They were in their own world and during the same period, spent almost Rs 1 Cr on training! Can there be a better example of misplacement of training efforts than this?
For Tusharika: - Employee training is HR intervention. Any HR intervention has to fulfil the organisation's needs and training is no exception. Therefore, rather than concentrating on individual needs, I recommend you concentrate on bringing organisational change. First measure the following:
a) Customer Dissatisfaction
b) Operational failures or quality issues
c) Maintenance issues
d) Under-utilisation of capacity
e) Costs associated with each department
f) Reduction in turnaround time of various processes and so on
Employee training should be addressed to the above-mentioned issues or similar ones. Any increase or decrease in some ratio or decrease in some cost will help you in measuring training effectiveness.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Hello Team, This is Praveena here, working as HR in a tech-based logistics company, I have taken up the Training Needs Analysis Project. Can somebody help me with the inputs and the process?
From India, Hyderabad
From India, Hyderabad
Hello Everyone,
I have prepared Competency Mapping Sheet for my employee, can anyone please guide me on how I move to the next step to find out the Training need analysis and further development programs.
Thank You
P. Harish
From India, Nagpur
I have prepared Competency Mapping Sheet for my employee, can anyone please guide me on how I move to the next step to find out the Training need analysis and further development programs.
Thank You
P. Harish
From India, Nagpur
Hi All
I am new to L&D and have to start a training department in Hospital analysing the gap and developing training on induction & soft skill.As hospital work 24/7 we need to make sure of time and method in conducting training ,we cannot engage the staff for long due to thier hectic schedule
I will be glad if you all can guide me how to start and which format n method to do TNA and which method to use training content
Sharing some format case study will be really helpful
From India, Noida
I am new to L&D and have to start a training department in Hospital analysing the gap and developing training on induction & soft skill.As hospital work 24/7 we need to make sure of time and method in conducting training ,we cannot engage the staff for long due to thier hectic schedule
I will be glad if you all can guide me how to start and which format n method to do TNA and which method to use training content
Sharing some format case study will be really helpful
From India, Noida
i am currently new to the Learning and development profile. One of the first skills I would like to learn is training need analysis. Can anyone guide me on how to analyze the training needs of an organization? any documents or links if anyone can share would be great to start.
thanks
Rahul
From Japan
thanks
Rahul
From Japan
Ramnavghare
None of us work for your organisation so we have no idea what your staff do and the operations of your business.
There is NO standard TNA. Every TNA in every organisation is different because it is tailored specifically to your operations. ONLY you can identify what training needs to be undertaken in YOUR organisation.
If you are not skilled in this work, you need to outsource the development of a TNA to a qualified training expert.
You could also start by accessing the wealth of information already posted here on CITE HR. This is a regular topic and there is a ton of stuff in the archive to search.
From Australia, Melbourne
None of us work for your organisation so we have no idea what your staff do and the operations of your business.
There is NO standard TNA. Every TNA in every organisation is different because it is tailored specifically to your operations. ONLY you can identify what training needs to be undertaken in YOUR organisation.
If you are not skilled in this work, you need to outsource the development of a TNA to a qualified training expert.
You could also start by accessing the wealth of information already posted here on CITE HR. This is a regular topic and there is a ton of stuff in the archive to search.
From Australia, Melbourne
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How To Identify Your Organization's Training Needs.pdf
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