Training Needs Analysis for Effective Training Delivery training centre in Bangladesh

New

Training Needs Analysis for Effective Training Delivery

Introduction

A review of management systems in various organizations indicate that training programs are often prescribed as the drug of choice to problematic situations in organizations. How often the organization have heard that, "We’ve got a training problem..." or "They’re not doing it the way they’re supposed to..."? Often these statements are only symptoms of an upcoming alarming situation. Until the problem is understood in greater detail through proper diagnostics, proposing a solution or an intervention can be a costly and fruitless endeavor. Management often overlooks the fact that the first step in the performance improvement process is the Training Needs Assessment (TNA).

A training need is not a want or desire for certain knowledge, skill or attitude. It is a gap between "what is" and "what ought to be" regarding gaps in performance for the employees. The TNA serves to identify the gaps, and considers if the problem can be solved by training or not. The assessment is part of a planning process focusing on identifying and solving performance problems. Specifically, any organization should conduct a TNA for the following reasons:
• To determine what training is relevant to your employees’ roles and responsibilities.
• To determine what training will improve the overall performance.
• To determine if training will make a difference.
• To distinguish training needs from organizational problems and
• To link improved job performance with the organization’s goals and bottom line.

So, to ensure that there is a need for training in your organization and to identify the exact nature of the content of the training program and eventually design training programs which will enhance the skills of your professionals, we are offering to conduct a thorough Training Needs Assessment training to develop the effectiveness of your training programs.

Methodology

The training will be designed and managed by Ms. Parveen S. Huda and she will invite Guest Resource Persons who are subject matter specialists to take some of the sessions. - Question and answer session, interactive lecture, PowerPoint Presentation.

Contents of Training:

Session 1:

Organizational analysis: We will start with the establishment of organizational analysis, which begins with an examination of the short and long term goals of the organization, as well as of the trends that are likely to affect these goals.

Root-Cause Analysis: It is required to find out the actual issue that is creating hurdles for the smooth operation of the departments in the organization. If the full flow of service can be implanted properly, it will provide a great impact.

Session 2:

Requirements analysis: While organizational support and organizational analysis issues are being examined, information for a requirements analysis should also be collected. It is in this phase that the analyst focuses on questions such as what jobs/ employees are being examined. Who has information about the jobs/ employees? What types of systems, such as job observations, interviews and surveys are going to be used to collect information?

Session 3:

Task, knowledge, skills and ability analysis: The next part of the training need assessment program is a careful analysis of the job to be performed by the employees upon completion of the training program. Often this process begins with specifying the tasks required on the job. Then the tasks are used to ask what skills, knowledge and attitudes (KSAs) are required to perform those tasks on the job, and usually there are differences in expectations from supervisors, employees and the clients they are serving.

Person (individual) analysis: On the next step, the emphasis is not on determining which tasks or KSAs are necessary but on assessing how well the employee actually performs the KSAs required by the job. To perform person analysis, deriving measures of job performance becomes necessary.

Session 4:

Deriving instructional objectives: This is the analysis component which helps to create the session plans, learning objectives and assessment criteria for the training session.

Final TNA Summary: This is the step in which the HR Team will submit the draft Training Needs Assessment with detailed analysis of each category to the management for their review and approval. This TNA report is used to develop the Training Plan.

Developing and delivering the training: The final step of the process is to develop the required training materials and deliver the training. The total design of the training will be based on the findings of the TNA and also the agreement with the management.

Training Categories: After conducting the training need analysis, we can divert skills into three categories: technical, interpersonal and problem-solving. Most training activities seek to modify one or more of these skills.

Related Courses

Rupak Nasrullah Zaidi
  • Thursday, December 9, 2021

Able to align HR strategy with Business Strategy through ...

HR
Moha. Rafiqul Islam
  • 10 - 11 Dec 2021 (2 Sessions)

Learn the EPZ Labor Act.

HR
Tareq Ahmed (Nipun)
  • 16 - 17 Dec 2021 (2 Session)

To make the participants capable of being Talent Management ...

HR
Moha. Rafiqul Islam
  • Thursday, December 16, 2021

Participants will learn how to conduct enquiry

HR
HR Professionals
Line Managers
Students Majoring in HR



social link fb social link fb social link fb