Strategies In Conducting A Training Needs Analysis

Although the training needs assessment is essential for effective effort, this important component of training and development is often ignored. An effective analysis of training needs assess the needs of individuals and matches these needs to organizational objectives. This allows the organization’s management to agree and implement coordinated, cost-effective and cohesive training programmes.

Course Objectives: 
  • Conduct an effective TNA to successfully identify suitable organizational, functional / technical, personal behavioral competencies and skills required to meet organizational vision. 
  • Prepare strategic training plans for the organization in order to improve competency and achieve more accurate results. 
  • Develop a master plan of recommendations for future training strategies based on the TNA findings. 
  • Compose and prepare the following: TNA summary report, Annual training calendar, TNA survey and interview forms & Competency matrix

 

Target Audience: 
CEO/COO
Manager
Project Manager
Course Methodology: 

Lectures, group discussion, exercises, case study.

Trainer: 
Dr. Balan Dass
Course Outlines: 

1. Introduction

  • The future of employee competence
  • Why analyze TNA?
  • TNA in the organizational context
  • The training cycle and TNA
  • HRD and planning essentials

2. Analyzing Training Needs

  • TNA building blocks
  • Purpose of training needs analysis
  • Performance needs and training needs
  • When to do a TNA?
  • People involved in TNA

3. The TNA Instruments

  • Developing the organization
    • Focus on perceptions 
    • Organization profile 
    • Customer satisfaction
    • Measure of success 
    • Defining excellence 
  • Organizational climate
    • Communications 
    • Organizational driving factors 
    • Work fulfilment 
    • Evidence of equality 
  • Managing resources
    • Personnel assessment 
    • Managing time 
    • Managing expenditure
    • Management match 
    • Managing people 
  • Job skills
    • Job description
    • Analyzing jobs 
    • Task competencies 
    • Sills audit
    • Training needs survey 
    • Working with others

4. The TNA Process

  • Starting your analysis
  • Using the right TNA instruments
  • Types of data collection technique
  • Identifying training needs
  • TNA methods 
  • Output from TNA
  • Analyzing the data
  • The job skills breakdown 
  • Converting training needs into specification for training
  • Reporting the results.

5. TNA Data Collection Process

  • Structured interviews 
  • Focus Group
  • Surveys 
  • Skills analysis 
  • Organizational
  • Functional / technical
  • Personal behavioral skills

6. Documenting TNA Findings

  • TNA analysis report
  • Job skills audit report
  • Training needs summary report
  • Formal TNA report
  • Strategic training plan
  • Competency – skills training matrix
  • Suggested annual training calendar
  • Individual Training Plan

Psychometric Profiling: (optional)

A Trait Inventory should be done to enhance the behavioural competency lacking in the individual. The Trait Inventory, doer on-line, answering 127 questions, will churn out a 23 page report on the individual. It is from Aston Behavioral Assessment, Aston University, UK. The cost is RM350.00 per participant

Topic: 
HR & IR
language: 
English

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