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Analysis at Bank of
Baroda
Personnel Training and Development
Submitted To:
Dr. Shoaib Ahmed
Submitted By:
Al Amin
0920049
In
content
analysis
components,
an
experienced
2. Case:
One
week
ahead
of
annual
safety
day
material
for
distribution
among
all
employees.
Explanation:
Among the six components of needs, this case falls in the
participant analysis component. This case makes all employees
participate in the program. There is also the participation of an
instructor who is the person to prepare a self-study learning material
for distribution. There are some people receiving the training and
someone giving the training. It is the analysis dealing with potential
learners and instructors involved in the process. The important
questions being answered by this analysis are who will receive the
training and their level of existing knowledge in the subject, what is
their learning style and who will conduct the training and their
expertise to do so. Participant training needs analysis, forming clear
impressions of learners and trainers, is a critical step in training needs
analysis. Participant means both learners and trainers who will access
the program in whatever format like a classroom setting, a self-study
greater than the initial investment. So they want the new recruits to
use the internet properly and ensure benefit on cost. It is the analysis
of the return on investment of training, Effective training should result
in a return of value to the organization that is greater than the initial
investment to produce or administer the training. In a cost benefit
training needs analysis, a course designer takes a long, hard look at
the financial side of training, to determine whether training makes
economic sense. Before we can accurately forecast the costs of
training, we need to know details about the design process proposed,
the learning methods, the participants, the compensation packages of
the people associated with the training program. We also need to know
the bottom line benefits of similar programs, since this information will
help us forecast benefits from the proposed program. In a real
workplace a cost benefit training needs analysis would compare the
costs of designing and delivering the training to such variables as the
savings resulting from reducing the number of harassment complaints,
or the number of workplace accidents. In the internet training needs
analysis scenario, a cost benefit training needs analysis could
conceivably calculate the financial benefits resulting from the time
saved by having a skilled internet user workforce as opposed to an
untrained workforce. With training needs analysis, like in most things,
we tend to get what we pay for. The more training needs analysis can
gather information about the context, users, work and the content of
training, the better prepared on will be to draw solid conclusions from
the training needs analysis of organization requirements, existing
capability, the change/learning gap and how best that gap can be
closed.