This document discusses training need assessment, which is a process used to identify performance gaps that can be addressed through training. It outlines several methods for assessing needs at the organizational, employment/task, and individual levels. These include analyzing goals and objectives, manpower and skill inventories, efficiency indices, job analyses, performance appraisals, surveys, interviews and tests. The goal is to distinguish deficiencies caused by a lack of knowledge or skills from other potential restraining forces, and then design targeted training programs to address the identified needs.
This document discusses training need assessment, which is a process used to identify performance gaps that can be addressed through training. It outlines several methods for assessing needs at the organizational, employment/task, and individual levels. These include analyzing goals and objectives, manpower and skill inventories, efficiency indices, job analyses, performance appraisals, surveys, interviews and tests. The goal is to distinguish deficiencies caused by a lack of knowledge or skills from other potential restraining forces, and then design targeted training programs to address the identified needs.
This document discusses training need assessment, which is a process used to identify performance gaps that can be addressed through training. It outlines several methods for assessing needs at the organizational, employment/task, and individual levels. These include analyzing goals and objectives, manpower and skill inventories, efficiency indices, job analyses, performance appraisals, surveys, interviews and tests. The goal is to distinguish deficiencies caused by a lack of knowledge or skills from other potential restraining forces, and then design targeted training programs to address the identified needs.
This document discusses training need assessment, which is a process used to identify performance gaps that can be addressed through training. It outlines several methods for assessing needs at the organizational, employment/task, and individual levels. These include analyzing goals and objectives, manpower and skill inventories, efficiency indices, job analyses, performance appraisals, surveys, interviews and tests. The goal is to distinguish deficiencies caused by a lack of knowledge or skills from other potential restraining forces, and then design targeted training programs to address the identified needs.
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TRAINING NEED ASSESSMENT:
CONCEPT & METHODS
Dr. Parveen Agaz
Senior Management Counselor Bangladesh Institute of Management (BIM) TRAINING NEED ASSESSMENT: CONCEPT & METHODS
Training may be defined as the process of increasing
knowledge, developing skill and molding attitude of an individual so that his/her job performance is improved in a predetermined direction. It simply implies that training does not exit for its own sake rather it aims at changing the job behavior of an individual to improve his/her job performance at a desired level. To be effective, a training program should be tailored to the needs of an individual or to a particular target group. Therefore, to design a need based training program, training needs assessment is a prerequisite. TRAINING NEED ASSESSMENT: CONCEPT & METHODS
The phrase ‘need’ implies that something is lacking-
there is a shortfall somewhere. The word ‘training’ further implies that this lack can be supplied by systematic training. It can thus be said that a training need exists when the application of systematic training will serve to overcome a particular weakness.
Training need assessment is a process of identifying
the performance problem and making a distinction between those that are responsive to training solutions and those that require other forms of solutions. Training needs which may be expressed as the gap or difference of the actual performance from the standard performance. A few of them are given below:
Training Needs = Desired performance-actual
performance Training Needs + (Importance- level of Competence) + Interest D = M-I Where D = Deficiency, M = Mastery and I Initial skill Repertories TRAINING NEED ASSESSMENT: CONCEPT & METHODS
The above formula relating to training needs do
not take the complex organizational system into consideration. It is pertinent to mention that an organization is a system which is composed of multiple sub systems. All or any of them any be responsible for poor performance of an individual part from his lack in knowledge, skill and attitude to perform a job satisfactorily. The organizational sub systems are follows: •Human sub-system •Organizational sub-system knowledge structure skills leadership attitudes performance assessment etc. •Technological sub-system equipment •Social sub-system methods groups processes teams work-flow norms • informal communication •Financial sub-system liquidity •Information sub-system cash flows communication channels payment structure communication procedures etc. budgeting procedures control procedures etc performance of a particular Manager which may be lower than that planned for due to the possible reasons as specified below.
2) Lack of competency (Human system) 3) Lack of motivation (Human system) 4) Inappropriate office procedure and method (Technological system) 5) Working environment (Technical system) 6) Poor leadership (Organizational system) 7) Group norms (Social system) In the light of the above, it may be said that poor knowledge, skill and attitude are not solely responsible for undesired performance of an employee. All other sub-systems may be contributory to this performance deficiency. Some experts term these factors that affects an employee’s performance at job as restraining forces. So while identifying the training needs, one must segregate the restraining forces from the gross deficiency to identify the net deficiency which can be put right by imparting systematic training. The managers or the practitioners may use the following set of equations to identify the training needs of the employees of their respective organization. D = Rp – Ap .. .. .. I Ap = C – Rf .. .. .. II or D = Rp – (C-Rf) or D = Rp – C + Rf or D – Rf = Rp – C = D
Where D = Gross Deficiency or Gap; Rp = Required Performance; Ap = Actual Performance; Rf = Restraining forces, such as motivation, pay structure, etc D = Net Deficinecy of the required and actual performance arising out of skill and knowledge deficency; C = Competencies. There are in fact three main areas to which the term ‘training need’ may be applied 1) Needs at organization Level Here we are talking about general weaknesses. We are trying to highlight where, in the organization, training is most needed. 2) Needs at Employment / Task level By this we mean what is needed, in terms of skill, knowledge and attitude, to carry out the various duties related to a particular job or occupation. 3) Needs at individual level Here deficiencies in particular skill, knowledge and attitudes on the part of individuals are determined. Methods of Training Needs Assessment are follows: Methods for Organization Analysis: • Comparison of the achievement with the goals and objectives of the organization • Analysis of manpower inventory. • Analysis of skill inventory. • Examination of complaints • Analysis of efficiency indices such as, productivity, costs quality, wastes, downtime, late deliveries, repairs and so on. • Changes in technology • Analysis of organization climate indices namely, labor – management data, e.g., strike. Lock-outs etc., Grievance, absenteeism and turnover rate, house keeping and safety data, employee suggestion and attitude surveys. • MBO workshops Methods for Employment/Task Analysis: • Job analysis • Comparison between actual performance and performance requirements in term of knowledge, skills and attitudes. • Work sampling. • Questionnaire for supervisors, incumbents and sub- ordinates. • Analysis of operation procedure. • Review of reports, records, research publication and other literature. Methods for Individual Analysis: • Performance appraisal • Surveys • Interviews • Dairies • Questionnaire • Observations • Tests • Self analysis • Analysis of behavior • In-basket analysis • Check list • Role playing • Counseling • Case study • Informal talks • Assessment center • Critical incidents Plan for Training NeedAssessment:
– What information we need to gather.
– What are the best sources. – Who will get the information. – What method we should use. – How to compile the information THANKS