Prepared by

Arman E. Manlalangit

email add: aemanlalangit@yahoo.com

 SCOPE OF WORKSHOP

The workshop will stress the fact that TNA is not a static concept
that is translated into action only every now and then, but is
indeed a never-ending process that should be fully integrated
within the overall framework of any organization Training and
Development and its strategic vision, goals and objectives.

That TNA deserves to be managed judiciously, effectively,

efficiently and wisely by identifying and assessing the gap
between the knowledge, skills and attitudes that the people in the
organization currently possess and the knowledge, skills and
attitudes that they require to meet the organization’s goals,
objectives and performance standards.
 WORKSHOP OBJECTIVES

•To understand the purpose and dynamics of TNA.

•To realize its relevance and crucial importance in the

way an organization manages it most critical asset (its
people),

•To know how to design, develop and conduct

comprehensive and effective TNA exercise.

•To provide participants with the necessary knowledge ,

skills, aptitudes, motivation, competence and tools to
decide when it should be done, why and by whom.
 WORKSHOP OBJECTIVES…

The workshop will impress upon all participants the

critical importance of .

•How to assess the results and recommendations of

the TNA exercise.

•How to implement them.

•How to evaluate the ensuing consequences.

 TRAINING NEEDS ANALYSIS

“It is important to identify

training needs before trying to
implement any training
solutions.”
 CONDUCT
TRAINING NEEDS
ANALYSIS
1
EVALUATE IDENTIFY
TRAINING LEARNING
OBJECTIVES
5
2

CONDUCT
DESIGN
OF TRAINING
TRAINING
4 COURSE
3
TRAINING NEEDS ANALYSIS

TRAINING NEEDS ANALYSIS PURPOSE

A Training Needs Analysis (TNA) is used to

assess an organization’s training needs. The
root of the TNA is the gap analysis. This is an
assessment of the gap between the knowledge,
skills and attitudes that the people in the
organization currently possess and the
knowledge, skills and attitudes that they
require to meet the organization’s objectives.
TRAINING NEEDS ANALYSIS

TRAINING NEEDS

• Gap between the present level of actual

performance and preferred performance
that can be narrowed through training

• An outline of desired skills and abilities

to be developed in order to improve the
performance of the organization
 TRAINING NEEDS ANALYSIS

100 % standard/preferred
performance
90 %
GAP-TRAINING NEEDS
75 % present level of
actual performance

50 %

SKILLS, KNOWLEDGE AND ATTITUDE

TRAINING REQUIREMENTS

0%
 TRAINING NEEDS ANALYSIS

Why Conduct a Training Needs

Analysis?

•To determine what training is relevant to your

employee’s job,

•To determine what training will improve 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.
TRAINING NEEDS ANALYSIS

WHEN DOES A TRAINING

NEED EXIST?

• A training need exists when an

employee lacks the knowledge
or skills to perform an
assigned task satisfactorily.
TRAINING NEEDS ANALYSIS

TEST FOR A TRAINING NEED

• Does the employee know how to

meet the performance standards for
an accountable tasks.
TRAINING NEEDS ANALYSIS
INDICATIONS FOR THE NEEDS OF
TRAINING

Standards of work performance are not met

Accidents

Excessive scrap

Frequent need for equipment repairs

High rate of evaluation reports

Low rating of evaluation reports

TRAINING NEEDS ANALYSIS

INDICATIONS FOR THE NEEDS OF TRAINING

People use different method to do one job

Bottlenecks

Deadlines are not met

Excessive fatigue, fumbling,

discouragement and struggling on the job
 TRAINING NEEDS ANALYSIS

LEVELS OF
TRAINING NEEDS IDENTIFICATION
 TRAINING NEEDS ANALYSIS

LEVELS OF TRAINING NEEDS IDENTIFICATION

NEEDS AT NEEDS AT NEEDS AT

ORGANIZATION OCCUPATIONAL INDIVIDUAL
LEVEL LEVEL LEVEL

Where a What is needed Determining

general in terms of skill, deficiencies in
weakness in knowledge and particular
the organization attitude to carry- skills,
exist. Where out the various knowledge and
training in the duties related to attitude on the
organization is a particular job part of the
most needed or occupation . individual.
 TRAINING NEEDS ANALYSIS

THE PROCESS OF TRAINING NEED

IDENTIFICATION

WHOSE RESPONSIBILITY?

• Supervisor?
• Training Specialist?
• Personnel Manager?
• Human Resource Manager?
• President?

•ALL
TRAINING NEEDS ANALYSIS

METHODS FOR DETERMINING

TRAINING NEEDS

Observation

Management Request

Interview

Group Conferences

Job Analysis
TRAINING NEEDS ANALYSIS

METHODS FOR DETERMINING

TRAINING NEEDS ( cont.)

Questionnaire Surveys

Test or Examination

Personal Records

Business and Production

Reports
Long-range Organizational
Planning
TRAINING NEEDS ANALYSIS

STEPS INVOLVED IN THE IDENTIFICATION

OF TRAINING NEEDS

Define problems which can be

solved through training

Identify the need for training

Establish Standards

Identify the gaps-training needs

TRAINING NEEDS ANALYSIS

WHAT ARE THE DATA

REQUIRED IN ANALYZING
TRAINING NEEDS?

1. Get the detailed description of the

specific task or process and their
sequential relationships. The data
obtained will serve as the basis for
establishing the performance
standards against which both the
training activities and behavioral
change may be measured
TRAINING NEEDS ANALYSIS

WHAT ARE THE DATA REQUIRED

IN ANALYSING TRAINING NEEDS?

2. Secure or develop (if not available)

performance standards used in the
organization in terms of measurable end-
results. Where the standards are subjective,
these must be accepted and understood by
those affected. Where there is not possible,
qualitative standards may be used.

3. Determine the present measurable

performance.
 TRAINING NEEDS ANALYSIS

SKILLS INVENTORY PROCESS FLOW

Step # 1 Step # 2 Step # 3 Step # 4 Step # 5

INVENTORY
PRE- VERIFICATION INVENTORY
PRE- DACUM VERIFICATION OF PROGRAM
INVENTORY DACUM OFTASKS
TASKS OF PROGRAM
INVENTORY WORKSHOP OF TRAINING DESIGN
ANALYSIS WORKSHOP AND DUTIES TRAINING DESIGN
ANALYSIS AND DUTIES NEEDS
NEEDS

Gather Conduct Validation of Designing Designing

related info. brainstorming duties and survey training
workshop tasks instruments program per
Conduct job holder/
interview Determine the Establish Evaluate and position
job profile for standard
Review and each position competency analyze
evaluate profile training needs

job
descriptions
 TRAINING NEEDS ANALYSIS
DACUM COMPETENCY PROFILE FOR
ELECTRICAL MAINTENANCE TECHNICIAN--PRODUCTION LINE 1

DUTIES TASKS
A A-1 A-2 A-3 A-4
Perform monitoring Monitor current of AC Monitor frequency of Monitor temperature of Monitor DC drives
of electrical three-phase motor VFD VFD panel control panel
equipment for (X) (X) (X) (X)
production process
line 1

A-5 A-6 A-7 A-8

Monitor DC motor Inspect carbon brush Monitor daily power Monitor MORGOIL oil
carbon brush sparking of DC consumption level at CRM
@ CRM motors (X)

A-9 A-10 A-11 A-12

Monitor electrical room Monitor motor Inspect commutator Check battery solution
temperature temperature bars surface condition level
(X)

A-13 A-14 A-15

Inspect limit switches Check motor vibration Submit daily
monitoring report
 TRAINING NEEDS ANALYSIS
DACUM COMPETENCY PROFILE FOR
ELECTRICAL MAINTENANCE TECHNICIAN--PRODUCTION LINE 1
DUTIES TASKS
B B-1 B-2 B-3 B-4
Perform preventive Perform turnover of Calibrate X-ray machine Calibrate PPL side Calibrate centering
maintenance of equipment concern @ CRM trimmer guide
electrical equipment for
production process line
1

B-5 B-6 B-7 B-8

Calibrate flow meter Calibrate transducer Calibrate level Clean signal transmitter
transmitter unit(STU) @ CRM

B-9 B-10 B-11 B-12

Clean ARP’s spark plug Service AMS rack Service I/O panel Adjust electronic
for LPG burner system caliper

B-13 B-14 B-15 B-16

Adjust crane bus bar Refill crane gear box oil Refill battery solution Refill humidifier
distilled water

B-17 B-18 B-19 B-20

Clean camera lens (X) Clean load cell Clean spray header Set branding of printer
connector connector
 TRAINING NEEDS ANALYSIS
DACUM COMPETENCY PROFILE FOR
ELECTRICAL MAINTENANCE TECHNICIAN--PRODUCTION LINE 2

DUTIES TASKS
A A-1 A-2 A-3 A-4
Perform monitoring of Monitor bushing Monitor pot Monitor inductors Can check pH level of
production process temperature temperature parameter (PF, current welder coolant system
line 2 electrical and voltage)
equipment

A-5 A-6 A-7 A-8

Perform PLC on-line Monitor current of Monitor frequency of Monitor temperature of
monitoring variable speed three- variable frequency variable frequency
phase motor (X) driver (X) drives panel (X)

A-9 A-10 A-11 A-12

Monitor DC drives Inspect carbon brush Monitor daily power Accomplish daily
control panel (X) (DC) consumption (X) inspection checklist

A-13 A-14 A-15 A-16

Monitor electrical room Monitor motor Inspect commutator Check battery solution
temperature (X) temperature bars surface condition level

A-17 A-18 A-19

Inspect limit switches Monitor motor vibration Submit monitoring
report
TRAINING NEEDS ANALYSIS
 COMPETENCY
THERMOMETER
(TRAINING NEEDS INVENTORY CHECKLIST)
ELECTRICAL MAINTENANCE TECHNICIAN FOR PL1
Position Title

INSTRUCTIONS :

Listed below are the competencies that you should possess if you are occupying the above-mentioned
position. Kindly read through the competencies given and indicate your level of skills and knowledge or
whether you need additional training in your present job position. You can do so by simply checking
() the appropriate boxes after each task statement using the following rating scale :

LEVEL OF SKILLS AND KNOWLEDGE ( How much do you know these bodies of skills and
knowledge)

Rating Descriptive Equivalent

0 N/A (not applicable)

1 cannot do (with no practical application)
2 able to do but requires maximum supervision
3 able to do with minimum supervision
4 able to do on his own without supervision
5 able to do and can teach others (process expert/champion)
 DO NOT LEAVE any job competency statement
unrated.
You may now START HERE :

JOB COMPETENCY STATEMENT

0 1 2 3 4 5
DUTY A
PERFORM MONITORING OF PRODUCTION LINE 1 (PL1) ELECTRICAL
EQUIPMENT
A-1 able to monitor current of AC three-phase motor. (X)
A-2 able to monitor frequency of variable frequency drive (X)
A-3 able to monitor temperature of variable frequency drive panel (X)
 SKILLS COMPETENCY TEMPLATE

Name : Juan Bautista Fernando

Department/Section : Electrical Engineering and Maintenance
Job Position : Electrical Maintenance
Job Level : RF3

LEVEL OF SKILLS COMPETENCY

Electrical Basic Skills Elements Understanding Adjusting (AD) Changing Dismantling

(UN) (CH) (DM)
•Proximity Switches
•AC Inverters
•AC Motors
•DC Motors
•Resistor
•Capacitor
•Relays

•Contactors
•Timers

Evaluated by : ___________________________________ Noted by :

_______________________________
 JOB SKILLS AND KNOWLEDGE
REQUIREMENTS
NAME:-
_________________________________________POSITION:________________________________
DEPT./SECTION:_________________________________FOR THE YEAR:
___________________________

A. MUST DEVELOP SKILLS AND KNOWLEDGE: ( Based on the requirements of the job, specify the skills
an employee holding the indicated position should develop to ensure effective performance of the job.)
________________________________________________________________________________________
________________________________________________________________________________________
________________________________________________________________________________________
___
________________________________________________________________________________________
_
________________________________________________________________________________________
B.
_ NICE TO HAVE SKILLS AND KNOWLEDGE : (These refer to related skills that will enable an employee to
perform same level, or even higher level jobs within the section; probably as a back-up or reliever. These
skills, if developed may also increase employee’s efficiency in performing assigned tasks.)
________________________________________________________________________________________
________________________________________________________________________________________
________________________________________________________________________________________
___
________________________________________________________________________________________
_
________________________________________________________________________________________
_
Prepared by:___________________ Date:_________ Checked by :____________Date:_______
Noted by :___________________ Date:_________ Approved by: ___________ Date:_______
 ANALYSIS OF TRAINING NEEDS
THE WORKPLACE

Identify an area(s) in your department which you think needs training.

1. What section/unit ?
____________________________________________________________________________________

2. What particular job/occupation ?

____________________________________________________________________________________

3. What skills and knowledge needed ?

____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

4. Who’s individual needs training?

____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

5. Write down your recommended training plan and the training program.
_____________________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________

PREPARED BY : ______________________ NOTED BY :___________________________

ON HOW TO IDENTIFY SPECIFIC SKILLS REQUIREMENTS
 GUIDELINES OF THE WORKSHOP SESSION

Form a group that is composed of 4-7 people.

Too small a group may generate only little ideas, too
large may be difficult to control.

It is preferable that the group will be composed of

persons of varying backgrounds/discipline.

See to it that the persons composing the group

are of more or less than same position or level.

Select a group secretary to record the result/s of

the workshop session.
 GUIDELINES OF THE WORKSHOP SESSION

Before starting the session, the group leader

should define clearly the problem and its
background.

The workshop discussion should be as “free

wheeling” as possible.

Record every idea no matter how remote its

probabilities seem.

Do not judge! That will come later.

 TNA WORKSHOP ACTIVITY

ACTIVITY 1 ACTIVITY 2
(BY GROUP) (PRESENTATION)

Determine or
identify
the various Presentation
skills , knowledge of group output.
and attitude
requirements for each
job position.
 SAMPLE SKILLS REQUIREMENTS ANALYSIS

SKILLS AND KNOWLEDGE RECOMMENDED

JOB POSITION
REQUIREMENT/S TRAINING MODULE/S

QUALITY KNOWLEDGE •PPL PROCESS COURSE

INSPECTOR OF PRODUCTION •CRM PROCESS COURSE
PROCESS •CGL PROCESS COURSE

•BASIC APPRECIATION
(Simple)
COURSE OR
PROGRAM OUTLINE
•WORKING KNOWLEDGE
(Complex) •INSTRUCTIONAL
OBJECTIVES
•FULLY-OPERATIONAL •Training Duration
(High-Complex) •CONTENT/S
•METHOD/S
•VISUAL AIDS, ETC.
 SAMPLE SKILLS REQUIREMENTS ANALYSIS
Job Position : QUALITY INSPECTOR
A. TECHNICAL/FUNCTIONAL

SKILLS AND KNOWLEDGE REQUIREMENTS

Desired Actual
Level of Job Level of Job
Competency Competency

•Knowledge of production process 4

•Knowledge of products and quality standards 4

•Knowledge of product defects (e.g., uncoated spots/area, coating failure, creases, damaged 4
edge, edge build-up, jet lines)
•Knowledge of measurement standards/protocol/ 4
tolerances (e.g., width, thickness, steepness)
•Proper use of measuring instruments/equipment 4
(e.g., steel tape, micrometer caliper , taper gauge,
straight edge, hardness tester, weighing scale, porta
spec )

•Knowledge of intended customer/market 4

•Fact-finding / investigative skills 4

•Judgment / decision-making skills 4

•Proficiency in technical writing 4

•Records-keeping skills 4

•Familiarity with basic computer use 4

 SAMPLE SKILLS REQUIREMENTS ANALYSIS

SKILLS AND KNOWLEDGE RECOMMENDED

JOB POSITION
REQUIREMENT/S TRAINING MODULE/S

ELECTRICAL KNOWLEDGE INDUSTRIAL MOTOR

MAINTENANCE OF AC MOTORS MAINTENANCE
TECHNICIAN MAINTENANCE

COURSE OR PROGRAM OUTLINE

•INSTRUCTIONAL OBJECTIVES
•Training Duration
•CONTENT/S
•METHOD/S
•VISUAL AIDS, ETC.
 SKILLS REQUIREMENTS ANALYSIS WORKSHEET

JOB POSITION SKILLS AND RECOMMENDED

KNOWLEDGE TRAINING
REQUIREMENT/S MODULE/S

1 1

2
 SKILLS REQUIREMENTS ANALYSIS WORKSHEET

NAME SKILLS AND LEVEL OF

KNOWLEDGE COMPETENCY
REQUIREMENT/S

1 1