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Training Needs Assessment for following cases:

Case-(A): Your CEO is concerned about sexual harassment at the


workplace. The present course is outdated due to court rulings. As a
result, a consultant is engaged to revise the existing harassment
awareness program for all the employees.
To understand and taking a decision whether to conduct a training, the training
needs analysis is a good approach. The Six Component Model can help us to
analysis the scenario.
1. Context Analysis: By the context analysis a training manager can ask the key
questions to uncover the information needed to complete a thorough training
needs analysis. Considering following training needs analysis context elements:

Who decided there should be an intervention?


The CEO of the company is concerned about the issue, and the consultant
proposed that a training program may help to overcome the sexual
harassment issue.
Why do they feel there should be a training programme?
Training will promote all employees to get positive awareness regarding
sexual harassment in the workplace. Moreover, by a training program it is
easy to inform all employees about the rules, regulation and law of the
company about the sexual harassment.
What is the business need for this proposed training?
In workplace it is essential to keep a warm up motivational environment to do
job soundly. Therefore, any violence might have a negative impact for the
organization as well as for the business.
What is the history of similar programme in this organization?
There was no previous similar programme arranged in this organization.
What can the trainer do to ensure success?
To ensure a successful training session and its positive impact, trainer must
ensure that training material would be relevant, useful and easy guideline for
all levels of employee.
After context analysis, it is almost clear to understand that training will be a
good impact to overcome recent sexual harassment issue of the company.
2. Participants Analysis: By participants analysis a training manager will collect
some participant elements, like:

Who is going to receive the training and what do they already know about
the subject?
All employees, including workers, staff, officers and senior officers will receive
the training. Mainly Management and HR department know well about the

rule, regulation and company law regarding sexual harassment. Therefore


rest of all need to participate on the training.
How do they prefer to learn?
Considering present situation it is observed that most of employees are
interested to participate the training.
Who is going to instruct and what are their expertise in that subject?
An External Consultant, who is a lawyer and HR Manager are proposed as
instructor of the training session. External consultant is an expert in Labour
Law, and HR Manager has well knowledge on internal company rules.
How do they prefer to conduct (methodological) their session?
Two instructors may have following training methodology for the session: Two
day training session, Group by Group setting, audio-visual presentation and
provide hand-note/guide line to the trainee, take a general feedback from
trainee.
What training has been given previously, and what were the results?
No previous training was given earlier.

Participants Training Need Analysis helps to know the trainee and instructor
feedback, their level of skill, teaching-learning preference, and way of conducting
training. Thus it is observed that the training would be beneficial for all employees.
3. Work Analysis: Considering following training needs analysis work elements:

What is the job under review and what are the main duties?
Job under review and duties may not influence the training conducting issue
in this case.
What are the high level skills required?
Capabilities to understand the norms, terms condition, rules, and law is
enough. No high level skill required.
To what standards are people expected to do the job? Are they currently
meeting the standards?
Employees expect to do their job in a secure and harassment free
environment.

After work analysis it is obvious to conduct a training to keep work environment


favorable for the employees.
4. Content Analysis: Considering following training needs analysis content
elements:

Are there essential building blocks one needs to learn in order to do this job?
Minimum awareness of general rules, regulation and company law is
essential.
Are these building blocks of knowledge laid out in manuals?
The training material is going to design in such a way to include these rules,
regulation and company law as a manual or documents.
In what order and how are these building blocks normally taught?

Normally this kind of training is awareness campaign, providing some hands


out, note, and documents which is related to the subject.
5. Suitability Analysis: Considering the following training needs analysis
suitability element:

Is non-performance due to a lack of knowledge and skills or are there other


reasons?
As the training is designed to be a awareness program which is essential
according to the recent situation of the work place, therefore it would be very
much suitable regarding awareness of all employees.
6. Cost-Benefit Analysis:
Considering the following cost-benefit training needs analysis elements:
Is it worth our effort to understand the proposed training?
What will be the return on investment of the proposed training?
Are there any cost-benefit benchmarks for the proposed training?
As mentioned above, this proposed training would be current sexual harassment
awareness program, therefore there is no financial outcome instantly, rather to
overcome negative impact for the business and the employees, and to keep work
environment normal the training is essential which can be considered financial
beneficial in long run.

Case-(B): One week ahead of annual safety day celebration, the General
Manager says, We have got a new safety policy. We need to inform all
employee about it. We need someone to prepare a self-study learning
material for distribution among all employees.
To understand and taking a decision whether to conduct a training, the training
needs analysis is a good approach. The Six Component Model can help us to
analysis the scenario.
1. Context Analysis: Considering following training needs analysis context
elements:
Who decided there should be an intervention?
The General Manger of the company has proposed to conduct a learning
session.

Why do they feel there should be a training programme?


Training program may help all employees to get awareness of new safety
policy.
What is the business need for this proposed training?

In workplace it is essential to keep a safety in first concern. Any incident that


might happen in the work place due to less awareness of any employee that
would have a negative impact for the organization as well as for the business.

What is the history of similar programme in this organization?


There was no previous similar programme arranged in this organization.
What can the trainer do to ensure success?
To ensure a successful training session and its positive impact, trainer must
ensure that training material would be relevant, useful and easy guideline for
all levels of employee.
After context analysis, it is almost clear to understand that training will be a
good impact to overcome recent sexual harassment issue of the company.
2. Participants Analysis: By participants analysis a training manager will collect
some participant elements, like:

Who is going to receive the training and what do they already know about
the subject?
Labours and Workers will receive the training. Management know the new
safety policy, now needs to transfer the knowledge to the Labours and
Workers.
How do they prefer to learn?
Considering security concern it is obvious that all workers are interested to
participate the training.
Who is going to instruct and what are their expertise in that subject?
HR Manager will designate someone to have a self-study first, then to play
the role as an instructor of the training session.
How do they prefer to conduct (methodological) their session?
Following training methodology for the session can be establish: A whole day
long training session, divided into three Groups, present audio-visualpresentation and provide hand-note/guide line to the trainee with some figure
and bullet-marks.
What training has been given previously, and what were the results?
No previous training was given earlier.

3. Work Analysis: Considering following training needs analysis work elements:

What is the job under review and what are the main duties?
Job under review and duties may not influence the training conducting issue
in this case.
What are the high level skills required?
Capabilities to understand the security issues are essential. No high level skill
required.
To what standards are people expected to do the job? Are they currently
meeting the standards?
Employees expect to do their job in a secure and risk-free environment.

After work analysis it is obvious to conduct a training to keep work environment


favorable for the employees.
4. Content Analysis: Considering following training needs analysis content
elements:

Are there essential building blocks one needs to learn in order to do this job?
Minimum awareness of general rules, regulation and company security policy
is essential.
Are these building blocks of knowledge laid out in manuals?
The training material is going to design in such a way to include these rules,
regulation and company security policy as a hands-out or in documents.
In what order and how are these building blocks normally taught?
Normally this kind of training is awareness campaign, providing some hands
out, note, and documents which is related to the subject.

5. Suitability Analysis: Considering the following training needs analysis


suitability element:

Is non-performance due to a lack of knowledge and skills or are there other


reasons?
As the training is designed to be an awareness program which is essential
according to the security concern of the work place, therefore it would be
very much suitable regarding awareness of workers and labours.
6. Cost-Benefit Analysis:
Considering the following cost-benefit training needs analysis elements:
Is it worth our effort to understand the proposed training?
What will be the return on investment of the proposed training?
Are there any cost-benefit benchmarks for the proposed training?
This proposed training would be awareness program on new security policy,
therefore there is no financial outcome instantly. As security is the first concern of
any work place, and we have got new security policy which is supposed to be very
much effective, it might be considered that company will be financial beneficial in
long run by this training.
Case-(C): The company has just given internet access to 20 new recruits.
Management has asked the Human Resources Manger to ensure that they
know how to use it and dont waste company time.
To understand and taking a decision whether to conduct a training, the training
needs analysis is a good approach. The Six Component Model can help us to
analysis the scenario.
1. Context Analysis: Considering following training needs analysis context
elements:
Who decided there should be an intervention?

The Management has asked HR Manger to ensure the proper use of internet.
Therefore a Training program/ Awareness Guideline can be prepared.

Why do they feel there should be a training programme?


Training program/ Awareness Guideline may help the new recruits to learn
about proper use of internet.
What is the business need for this proposed training?
Proposed Training program/ Awareness Guideline would save company work
time and ensure effective use of internet.
What is the history of similar programme in this organization?
There was no previous similar programme arranged in this organization.
What can the trainer do to ensure success?
Trainer must ensure that training material would be significant regarding
proper use of internet.
After context analysis, it is almost clear to understand that class room
training is not essential in this case; rather some key note and suggestion
would be helpful to provide guidelines to the new recruits.
2. Participants Analysis: By participants analysis a training manager will collect
some participant elements, like:

Who is going to receive the training and what do they already know about
the subject?
20 new recruits who has been just given internet access. They are familiar
with internet but may not aware regarding proper use of it.
How do they prefer to learn?
Considering proper utilization of company time, they must be aware of
company rules.
Who is going to instruct and what are their expertise in that subject?
HR Manager will designate someone to prepare a guideline.
How do they prefer to conduct (methodological) their session?
Following guideline methodology can be prepared: Short note, high lighting
the importance of utilization of company time.
What training has been given previously, and what were the results?
No previous training was given earlier.

3. Work Analysis: Considering following training needs analysis work elements:

What is the job under review and what are the main duties?
Job under review and duties may not influence the training conducting or
guideline providing issue in this case.
What are the high level skills required?
Capabilities to understand the importance of company time utilization. No
high level skill required.
To what standards are people expected to do the job? Are they currently
meeting the standards?

Employees expected to have a guideline about the company policy, rules and
regulation while they are assigned to a job.
4. Content Analysis: Considering following training needs analysis content
elements:

Are there essential building blocks one needs to learn in order to do this job?
Minimum awareness of general rules, regulation and company policy is
essential.
Are these building blocks of knowledge laid out in manuals?
The training material is supposed to design in such a way that would include
these rules, regulation and company policy for best utilization of work time as
a hands-out or in documents.
In what order and how are these building blocks normally taught?
Normally this kind of training/ guideline policy is awareness campaign,
providing some hands out, note, and documents which is related to the
subject.

5. Suitability Analysis: Considering the following training needs analysis


suitability element:

Is non-performance due to a lack of knowledge and skills or are there other


reasons?
As the training/guideline program is designed to be an awareness issue which
is essential according to the proper utilization of the work time, therefore it
would be very much suitable regarding awareness policy for the 20 new
recruits.
6. Cost-Benefit Analysis:
This proposed training/guideline program would be an awareness program for the
twenty new recruited employee who have just given internet access, therefore there
is no financial outcome instantly. Nevertheless, proper utilization of office time is fist
concern to get good outcome from a work environment, therefore it is supposed to
be very much effective, it might be considered that company will be financial
beneficial in long run by this training.