3 levels of training Needs Assessment ppt

Human Resource Department has so many things to do. One of the biggest responsibilities that they should make is about Training Need Analysis (TNA). Training is the important aspect that company should give to the entire employee. Without giving time to do that then the employee will be stuck. Work world is always run fast. Everything changes in a very fast way. The technology, education and other aspects will move so fast and you should know about it well. Training will make the company spend so much money but the employee will give the big feedback later.

Training Need Analysis will make us know about the need of the employee. HR should understand that every single employee, every department even position need different training. Of course, they must have high skill so that they can reach the company goal about standard, income and rank. Good company should have better level every year. The progress should be better than the last year. That is the reason why having the good quality of employee is a must but support them to have better education and skill are also the company responsibility.

Here are the 3 types of the Training Need Analysisthat you as the HR should know. Each of them is important and you should decide which one that your company need.

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Person Analysis

The first TNA is about person analysis. The analysis on this part focuses on the person itself. The detail is about on the person level who will be the one that work on each position. For the example is the level person for the manager position. The biggest position means that you should make more complete analysis. They should have big skill, better experiences also good personality. Become a manager will make someone have big income but also they should know about being a real manager. They should be the best in people management and know about each detail job description of each employee.

Task Analysis

This training is focus on the task needed by some position. Each position will have different task and also responsibility. And task analysis will analyze to know about the skill needed on each position. After knowing about the skill needed, then the HR will decide the best training that the employee should have.  The curriculum will be the standard for all people on each position because the focus in on the task they should master in and not on the people.

• Organizational Analysis

This analysis will help the company to predict about the strategy future business. The strategies will have two aspects that are corporate values and corporate strategies. The training will be focus on the purpose of the company itself. For example is the company focus on micro business then it means each employee should know about technical skill of micro business so well.

When the company can finally do the TNA then it will give good progress. The employee can also have the better skill and knowledge because the company gives them good time to join the training session.

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Description
 

Training Needs Analysis (TNA) is not a compilation of employees' training wants. Neither is it simply talking to a few supervisors or circulating a memo to supervisors asking them to rank the courses from a list provided.

To be effective, a TNA has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective TNA that ensures training is targeted at the right competencies, the right employees and is addressing a business need.

In this TNA PPT training presentation, you will learn the meaning and importance of conducting a TNA, understand the key components of a TNA, and acquire detailed knowledge on the nine-step process for conducting a TNA.

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Note: This presentation comes with a complimentary TNA template for the documentation of training and development needs during performance appraisal.

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Learning Objectives

1. Understand the meaning and importance of conducting a Training Needs Analysis

2. Gain knowledge on the components of a Training Needs Analysis

3. Understand the common training and evaluation models

4. Acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis

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Contents

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1.  What Is Training Needs Analysis

• What is a Need?

• What is Training Needs Analysis?

• What Training Needs Analysis Is Not

• The ADDIE Model

• What is the Impact of a Poorly Designed Training Needs Analysis?

• Scope of Training Needs Analysis

• Classification of Training Needs

2.  Components of a Training Needs Analysis

• Components of a Training Needs Analysis

• Organizational Needs Analysis

• Task/Job Analysis

• Person Analysis

• The Causes & Outcomes of a Training Needs Analysis

• Key Concerns of Management and Trainers in Needs Analysis

• The Kirkpatrick Training Evaluation Model

3.  How to Conduct a Training Needs Analysis – the Nine-Step Process

• Nine Steps of Training Needs Analysis

• Step 1 - Determine Desired Outcomes

• Step 2 - Link Desired Outcomes with Employee Behavior

• Step 3 - Identify Trainable Competencies

• Step 4 - Evaluate Competencies & Determine Gaps

• Step 5 - Prioritize Training Needs

• Step 6 - Determine Training Method

• Step 7 - Conduct Cost-Benefit Analysis

• Step 8 - Report Analysis & Findings

• Step 9 - Plan for Training Evaluation

• Summary

You may also be interested in the following related documents (sold separately):
1.  Kirkpatrick Model for Evaluating Training Programs
2.  ADDIE Model for Instructional Design

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What are the three levels of needs assessment?

What are the 3 levels of training?

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What are the stages of a needs assessment?