Training Need Assessment

Prepared by: Syed Hassan Ali Zaidi

Exclusively for CiteHR

Training Need Assessment

TNA is the integral part of the company Human resource Development policy.
HRD process of Teralight starts with TNA. Our TNA program is aligned with
corporate goals.

A training need exists when there is a gap between what is required of an

employee to perform their work competently and what they actually know.

The results of training needs analysis will highlight the subject matter needed
to be covered during the training course. The knowledge and skills gained
during the training will increase abilities and allow our employees to perform
their jobs at an acceptable level. The needs assessment is quite simple and
obvious. For example, when a new information system is introduced, it is
assumed that no one has the knowledge to operate it and the training need is
noted. However if the organization was switching systems, the need may not
be so obvious. By conducting training needs analysis we target the group
that needs to be trained as well as hone in on exactly what training is
required.

The purpose of conducting a needs assessment is to prevent a quick fix

approach to business problems. A TNA done correctly will ensure the solution
addresses the real issues and effectively focuses the appropriate resources,
time and effort toward targeted solutions.

Reasons for doing training needs assessment

 To determine whether training is needed

 To determine causes of poor performance
 To determine content and scope of training
 To determine desired training outcomes
 To provide a basis of measurement
 To gain management support

The assessment can be as detailed and involved as needed. Factors to

consider when considering the level of detail are time, money, number of
people involved, criticalness of skill, anticipated return on investment?,
resources available, etc. A comparison of some of the factors between in-
depth and a mini assessment follows.
Training Need Assessment
Prepared by: Syed Hassan Ali Zaidi
Exclusively for CiteHR

Steps in the Needs Assessment Process

Step One: Identify Problem Needs

Determine organizational context

Organizational context is important in the determination of attitudes and

behaviors before and after the training. We firstly find employee job
satisfaction, organizational commitment, job involvement, and partial
inclusion and higher levels' of role conflict and role ambiguity.

Perform gap analysis

We identify where employees are, then we plan where employees want to be

and how to get there. That analysis is conducted by the managers who noted
the shortcomings and weak areas of the employees.

Managers compare the actual performance and the desired performance of

the employees.

Set objectives

As the managers sees the clear indications of the gap, they set there
recommendations for the training of the employees.

Step Two: Determine Design of Needs Analysis

Method selection criteria

After the identification of the problem areas, managers establish criteria to

select the method to improve things. They plan for the training modules and
mode of training.

Advantages and disadvantages for methods

After the initial selection of methods and modules, managers draw conclusion
with the help of advantages and disadvantages.
Training Need Assessment
Prepared by: Syed Hassan Ali Zaidi
Exclusively for CiteHR

Advantages Disadvantages
 fast, inexpensive  not precise or specific
 broad involvement  based on opinion
 low-risk  difficult to validate
 low-visibility  difficult to set priorities
 difficult to relate to output or to evaluate the
importance of training
 Once you ask people what training they feel is
important you create an implicit expectation that you
will deliver it.

Step Three: Collect Data

Conduct interviews

Departmental heads starts taking interviews of the concerned persons to get

each and every thing. With the help of this managers get what are the
shortfalls for employees.

Questionnaires and Surveys

Questionnaires and surveys also enable managers to get the employees

input, because they can formulate training courses with the help of these
results.

Observe people at work

When employees are working on site then managers can easily scrutinize all
working and give their suggestions and recommendation.

Step Four: Analyze Data

Initial Analysis

The assessment can be as detailed and involved as needed. Factors to

consider when considering the level of detail are time, money, number of
people involved, criticalness of skill, anticipated return on investment?,
Training Need Assessment
Prepared by: Syed Hassan Ali Zaidi
Exclusively for CiteHR
resources available, etc. A comparison of some of the factors between in-
depth and a mini assessment follows.

In-depth Mini
Type of Quantitative Qualitative
Information
Methods Multi-tiered approach Interviews
Surveys Focus groups
Observation
Interviews
Focus groups
Document reviews
Scope Widespread organizational Fewer people
involvement involved
Broad ranging objectives Short term focus
Length Several months to a year Few days to a week
Cost Expensive Inexpensive
Focus Linked o defined outputs Immediate, quick
results
Exposure/Visibil High profile and risk Lower risk
ity

Determine solutions/recommendations

Finalize the plan after finding all the possible solutions.

Step Five: Provide Feedback

Write report and make oral presentation

HOD makes a report and presentation and delivers it to the management of

the company.

Determine next step – Training needed?

After thorough evaluation of report and the presentation, management finally

decides whether to conduct training or not. Is it fruitful or not?

Step Six: Develop Action Plan

Once this formal needs assessment process is completed the information is

used as the basis for training design, development and evaluation. However

managers continue to assess the attitudes, knowledge and skill level of

participants prior to each session. Different employees may have different
Training Need Assessment
Prepared by: Syed Hassan Ali Zaidi
Exclusively for CiteHR
requirements. This can be done both through a basic questionnaire sent just
prior to a specific training event and also during the welcome time of each
session.