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Training and development

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BhushanPhirke

This document summarizes a presentation on training needs assessment. It discusses how training needs assessment identifies gaps between current and desired skills and knowledge. The assessment process involves surveys, interviews and observations to determine what training is required. It helps outline the skills needed to improve performance and meet organizational objectives. The presentation covers how to classify different types of training needs, approaches to assessment, indications for training needs, and how the results of an assessment can optimize the training system and highlight requirements.

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JSPM’s Rajarshi Shahu College of Engineering Tathawade , Pune:33 Presentation on Topic: “ Training and Development ” Department of MBA Date: 16.04.2020 Presented By : Name of student: Bhushan Vijay Phirke Roll Number: 191415 Subject : Human Resource management (MBA-Sem II)
Training & Development for Internal Assessment • Training & development for Internal assessment is the method of determining if a training needs exists and, if it does, what training is required to fill the Gap. • It seeks to identify accurately the level of Present situation in the target surveys, Interviews, observation. • The gap between the present status and desired status may indicate problems that in turn can be translated into training need.
Meaning • Meaning: A Training Internal assessment Analysis 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. • It helps to outline the desired skills and abilities to be developed in order to improve the performance of the organization.
What is a training needs assessment? 1. It is the process of identifying training needs in an organization for the purpose of improving employee job performance. 2. Process by which an organizations’ training and development needs are identified 3. Performance effectiveness in obtaining goals 4. Current or future skills gaps of employees 5. Employee preferences for training 6. New ways of performing tasks 7. Prevention of performance problems 8. Mandated training needs (e.g., legal)
Training and development
Indications for the need of training 1. New Legislation; rules regulations 2. Identification of lack of Basic Skills; IT, S/w 3. Poor Performance; below standard 4. People use different method to do one job, standardization lacks 5. New Technology; Automation of the process 6. Higher Performance Standards 7. Customer Requests; service, delivery 8. New Jobs; Business analytics
Approaches of assessment Systematic approach: • Organization: needs as per vision • Person: As per development and right person model • Task: Knowledge and skill expected in individual Learner centered approach: • Learner as the center of assessment • Job responsibilities and task to carry
Classification of training needs • There are different types of training needs based on expected competency as:
Training flowchart
Output of Assessment • Assessment of Skill GAP • Three level analysis for the optimization • Review of the current training system and performance level • Assessment of the training options • Helps to stream line the HRIS, find out feedback effectiveness, grievance systems • Highlight the training requirements and non training needs
Conclusion • Importance of Training and Development It is helpful to have an organized method for choosing the right assessment for your needs. A checklist can help you in this process. Your checklist should summarize the kinds of information discussed above. For example, is the assessment valid for your intended purpose? Is it reliable and fair? Is it cost-effective? Is the instrument likely to be viewed as fair and valid by the participants? Also consider the ease or difficulty of administration, scoring, and interpretation given available resources.
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Training and development

  • 1. JSPM’s Rajarshi Shahu College of Engineering Tathawade , Pune:33 Presentation on Topic: “ Training and Development ” Department of MBA Date: 16.04.2020 Presented By : Name of student: Bhushan Vijay Phirke Roll Number: 191415 Subject : Human Resource management (MBA-Sem II)
  • 2. Training & Development for Internal Assessment • Training & development for Internal assessment is the method of determining if a training needs exists and, if it does, what training is required to fill the Gap. • It seeks to identify accurately the level of Present situation in the target surveys, Interviews, observation. • The gap between the present status and desired status may indicate problems that in turn can be translated into training need.
  • 3. Meaning • Meaning: A Training Internal assessment Analysis 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. • It helps to outline the desired skills and abilities to be developed in order to improve the performance of the organization.
  • 4. What is a training needs assessment? 1. It is the process of identifying training needs in an organization for the purpose of improving employee job performance. 2. Process by which an organizations’ training and development needs are identified 3. Performance effectiveness in obtaining goals 4. Current or future skills gaps of employees 5. Employee preferences for training 6. New ways of performing tasks 7. Prevention of performance problems 8. Mandated training needs (e.g., legal)
  • 6. Indications for the need of training 1. New Legislation; rules regulations 2. Identification of lack of Basic Skills; IT, S/w 3. Poor Performance; below standard 4. People use different method to do one job, standardization lacks 5. New Technology; Automation of the process 6. Higher Performance Standards 7. Customer Requests; service, delivery 8. New Jobs; Business analytics
  • 7. Approaches of assessment Systematic approach: • Organization: needs as per vision • Person: As per development and right person model • Task: Knowledge and skill expected in individual Learner centered approach: • Learner as the center of assessment • Job responsibilities and task to carry
  • 8. Classification of training needs • There are different types of training needs based on expected competency as:
  • 10. Output of Assessment • Assessment of Skill GAP • Three level analysis for the optimization • Review of the current training system and performance level • Assessment of the training options • Helps to stream line the HRIS, find out feedback effectiveness, grievance systems • Highlight the training requirements and non training needs
  • 11. Conclusion • Importance of Training and Development It is helpful to have an organized method for choosing the right assessment for your needs. A checklist can help you in this process. Your checklist should summarize the kinds of information discussed above. For example, is the assessment valid for your intended purpose? Is it reliable and fair? Is it cost-effective? Is the instrument likely to be viewed as fair and valid by the participants? Also consider the ease or difficulty of administration, scoring, and interpretation given available resources.