Training need assessment, Meaning, Why Training need assessment, Benefits of training need assessment, Types of need analysis, Key steps involved in conducting effective training need assessment, Steps of training need assessment.

1. Training Need Assessment
Submitted By:
Manish Kumar,CUHP17MBA33
School of Business & Management Studies (HRM)
Central University of Himachal Pradesh
Dharamshala
TNA
Submitted To:
Dr. Yoginder S Verma
School of Business & Management Studies
Central University of Himachal Pradesh
Dharamshala

2. Contents / Topics
• Training Need Assessment Meaning
• Why TNA ?
• Benefits of TNA
• Types of need analysis
• Key steps involved in conducting effective TNA
• Steps of Training need assessment (TNA)
• Sources

3. Training Need Assessment (TNA)
“Training Needs Assessment” (TNA) is the method of determining if a
training need exists and, if it does, what training is required to fill the
gap.TNA seeks to identify accurately the levels of the present situation
in the target surveys, interview, observation, secondary data and/or
workshop.The gap between the present status and desired status may
indicate problems that in turn can be translated into a training need.

4. TNA Continued.....

5. Why TNA ?
• A needs assessment/survey helps an
organization achieve its goals. It reduces gaps
between employee skills and the skills
required by the job and department. The
training needs assessment survey can also
form the basis (benchmark) for determining
effectiveness of the training administered. You
can re-administer the training needs survey
after the training was performed to see if
there was an increase in performance/skills as
measured by the survey.
Gap between current & required
level
How well a job is to be done
Mistakes made on the job, that
indicate standard is not met
Feeling of incompetence in doing a
job
Deficiencies(Gap)in an employee’s
skill and knowledge base
Max use of scarce resources

6. Why TNA? / Continued.....
Organisation and its
goal and objectives
Jobs and related task
that need to be
learned
Individuals /groups
who are to be trained

7. Benefits of TNA

8. Benefits of TNA
• Identifies performance goals and the knowledge, skills and abilities
needed by a company‟s workforce to achieve those goals
•Identifies gaps in training provision in sectors and or regions
•Helps direct resources to areas of greatest priority
•Addresses resources needed to fulfil the organisational mission,
improve productivity, and provide quality products and services

9. Types of need analysis
• Organisational Analysis: An analysis of the organization's
strategies, goals, and objectives. What is the organization overall
trying to accomplish? The important questions being answered by
this analysis are who decided that training should be conducted,
why a training program is seen as the recommended solution to a
business problem.
• Person Analysis: The important questions being answered by this
analysis are who will receive the training and their level of
existing knowledge on the subject, what is their learning style,
and who will conduct the training.Do the employees have required
skills?

10. Type of need analysis Continued....
• Work/Task analysis: Analysis of the tasks being performed. This is
an analysis of the job and the requirements for performing the
work. Also known as a task analysis or job analysis, this analysis
seeks to specify the main duties and skill level required.
• Cost-Benefit analysis: Analysis of the return on investment (ROI)
of training. Effective training results in a return of value to the
organization that is greater than the initial investment to produce
or administer the training.

11. Key steps in conducting effective TNA
•Prepare thoroughly
•Follow a structured methodology
•Link training needs with the objectives of the network
•Gain commitment from members to participate in the TNA
•Communicate with all those involved
•Ensure you have the skills to conduct the TNA (analytical and
communication)
•Collate the results gathered
•Prioritise the identified training needs and group them into
training categories

12. Steps of TNA

13. Steps of TNA
Identify problem needs
Determine design of need analysis
Collect data
Analyze data
Provide feedback

14. Steps of TNA / Identify problem needs
• The first step in TNA is to identify problems and needs. Before TNA
is conducted, it should be probed whether training is needed.
• Realizing the policy direction of the organization, performance
analysis known as “gap” analysis is conducted to look at an
official’s current working performance and knowledge and identify
whether an official is performing as desired based on given roles
and responsibilities.

15. Steps of TNA / Determine design of Needs Analysis
The second step in TNA is to determine the following:
i)target groups to be trained;
ii)interviewees;
iii)survey methods;
iv)survey plan including schedule to be conducted TNA and persons
in charge of TNA.
Those items become the basis for a training course designer to
either create a new training course, identify an existing one that
can fulfill the need, or obtain one externally.

16. Steps of TNA / Collect data
•There are various methods to collect information for your TNA
which can be utilised individually or in combination with each
other. It is advisable to use more than one method to get a
comprehensive overview of the needs of the sector/region.
•Data gathering is cornerstone of any needs assessment project.
•Can be time consuming.

17. Steps of TNA / Collect data/ Typical methods of
collecting Info for TNA
•Surveys
•Focus groups
•Individual interviews
•Reviewing existing documents
•Discussions with steering group
•Discussions with relevant bodies (trade associations, Chambers of
Commerce, universities, unemployment services)
• Observe people at work

18. Steps of TNA / Analyse data
Conduct qualitative
analysis
Conduct quantitative
analysis
Determine solutions
Determine
recommendations

19. Sources
• https://hr-survey.com/TrainingNeeds.htm
• Project on improvement of local administration in Combodia (PILAC)
(Ministry of Interior and Japan International cooperation Agency)
• MOI/DOLA, 2004, Training Needs Assessment
• Jean Barbazette, 2006, Training needs assessment: Methods, tools &
techniques
• Kavita Gupta,2007, A practical guide to needs assessment