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Assessing Training Needs

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Acquisition or development of knowledge, skills,


techniques, attitudes and experiences which enable
an individual to perform better

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To prepare an individual to carry out


his/her present job satisfactorily or to
prepare him/her for greater responsibility


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îontents and Structure of Managerial îompetence

6Knowledge
6Traits and Attitudes
6Skills
6Experience
6 Managerial Behaviour

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To keep pace with the change


To be best and faster
To ensure solution addresses the issue
To focus resources toward a training solution
To reduce job turnover

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TNA- Meaning

Training need analysis means measuring the gaps


between abilities available and abilities required
for employees and making recommendations to
bridge the gaps

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îollecting Information

Analyzing Information

Summarizing the Information

îhecking the information

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îollecting Information

6What is desired or needed ?


6What is actual situation ?
6Study documents and interview people
6Job Descriptions

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 l se I f r ti

 List ll ee s
2 t ct ll e ists
3 t is t e G
 t re ri i  ee s
5 Pri ritize t e tri i  s
6 riz tri i   ri ritis

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What is Desired ? What actually aps in Training riority


Exists ? 1 and Required 1.. « «4«
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Summarize the Information

6 repare summary of findings


6Review the information
6 rioritize the training needs

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îheck the information

îheck information with experts


îheck information with Individuals
îheck different perceptions
Make changes if required

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drganisational performance

Employee performance

Employee Skills, Knowledge


and Attitudes

Employee education,
experience and training


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¦resume you are selected as a HR manager

1Write your Job Description and Specification


Identify Job aps
Assess Training needs
4Suggest Suitable training ¦rogrammes for yourself

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Existing Required
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TNA is a tool to
Existing identify the gap Required
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What are the goals for the future performance of


our organisation?
6 profit
6 growth
6 customer base
6 new products

Existing Future
performance performance


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What are we concerned about?


What¶re the challenges today?

What challenges we are likely to


face in the future?

Existing Future
challenges challenges

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In what way our employees should start performing differently


to help us meet the challenges and take us to the goals?

Existing Future
performance ¦erformance

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In order for our employees to perform differently, what kind


of new Skills, Knowledge and Attitudes they need to have?

Existing Required
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Now that we know what kind of new Skills, knowledge and Attitudes
are required for our employees, how can we bridge the gap?

Existing Required
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c organizational goals and challenges Start


with future
Assess required employee performance to
meet the goals and challenges

 Assess required employee Skills, Knowledge


and Attitudes to deliver the performance

 Identify employee training needs to bridge


the gaps

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×eneral Model for Diagnosing Needs
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Temperaments

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Techniques of Assessing Individual Needs² Job Analysis

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Techniques of Assessing ×roup Needs

eetings of nge ent Tes


×roup eetings & iscussions
ndictes
Noinl ×roup Techniques
×roup Projects
×roup Creti it techniques
iultion Trining ethods
ociogrs
eh iour odeling & Anl sis


Nominal ×roup Technique

6Trigger Question ?
6Ideas ×eneration
6îonsolidation of the ideas
6¦rioritization for implementation
Trigger Questions

6 How to increase public awareness of H1N1 ?


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Techniques of Assessing drganizational Needs

Anal sis of ecords and eorts


uture trends and oortunities Anal sis
Interfir Coarison
anageent iagonstic ur e s
anageent e eloent Audits
Attitude ur e s
anageent Cliate ur e s
drganization e eloent
tructured Perforance iro eent
Prograes


Model of Result oriented Needs Assessment

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Needs
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drganizational ¦roblems ¦erformance |
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Needs
Solutions

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Needs dbjective ¦rogramme


Assessment Setting Design
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Evaluation ¦rogramme
Follow Up Implementation
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