Registration No.

: 72/23975
Name: Neha Jain
Paper No.: 2
Response Sheet No.: 1
Question No.: 1

HUMAN RESOURCE DEVELOPMENT

1. How do you identify the training needs of an organization?
Training and Development needs are identified through a formal or informal Training Needs
Analysis (TNA). The analysis can cover the whole organization, a specific group of people or an
individual.
An organization-wide TNA involves the structured gathering of data about the current skills and
capabilities in the business. Once analyzed, the data can be used to create an organization-wide
Training and Development plan.
What are the key
organizational goals/
objectives?

What skills and

competencies are required
to meet the business
objectives?

What skills does the

organization need to have in

TRAINING
NEEDS
ANALYSIS
What courses are available to
close training gaps?

What are current capabilities

of employees?

How are we going to know

we have successfully closed
training gaps?

Formulate company and

individual training plans?

The three kinds of assessments that one can perform to discover organizations training needs
are:
1. Organizational Assessment:
This type of assessment analyzes the effectiveness of the organization as a whole and identifies
any discrepancies. It is used to uncover the competencies, knowledge and skills that are needed
by the company to bridge any gaps. Organizational assessments also take into account external
factors such as the economy, environmental policies, technological advances and changing
workforce demographics. These assessments determine where training is needed, how it will be

Registration No.: 72/23975

Name: Neha Jain
Paper No.: 2
Response Sheet No.: 1
Question No.: 1

conducted and when. Organizational assessments answer two critical development planning
questions:

Where in the organization is training required?

Will the training be effective if implemented (fill the gaps)?

2. Task Assessment:

The task assessment gathers information about a particular job function or occupational group.
This analysis identifies the key tasks, competencies and skills required to perform the job at the
most efficient level. Using job descriptions, skill analyses and job inventory questionnaires these
assessments are used to discover specific training needs. This type of analysis is particularly
useful if an organization is moving in a new direction or undergoing restructuring. Again, the
assessment is used to determine if there are any gaps between existing competencies and those
needed for improved performance. Task assessments answer the following planning question:

What skills and/or behaviors must be acquired in this job function?

3. Individual Assessment:

The individual assessment focuses on a particular employee to discover how well they are
performing. This type of assessment determines the individuals existing skills and competencies,
their learning style and capacity for new work. The individual analysis identifies who within the
organization requires training and what kind of training is needed. 360 degree evaluations are
useful as individual assessments as they identify the employees strengths and areas for
improvement in regards to competencies, skills and behaviors. The individual assessment forms
the basis for the creation of a customized training and development plan for the employee. These
assessments answer the following key development questions:

Does the employee have the necessary skills?

What training is required for the employee to acquire the necessary skills?