needs assessment
DESCRIPTION
TRANSCRIPT
Presented By:
• Pritam Sarkar• Neha Dinesh Kumar• Arjun Kumar Thapa• Rushikesh Dawande• Zeeshan Khan
TRAINING NEEDS ASSESSMENT
TRAINING NEEDS
• Gap between the present level of actual performance and preferred performance that can be narrowed through training.
• An outline of desired skills and abilities to be developed in order to improve the performance of the organization.
TRAINING NEEDS ASSESSMENT
100 %
75 %
50 %
90 %
standard/preferred performance
present level of actual performance
GAP-TRAINING NEEDS
SKILLS, KNOWLEDGE AND ATTITUDE TRAINING REQUIREMENTS
0 %
Why Conduct a Needs Assessment?
• To guide decision-making.• To provide justification for decisions before
they are made.• To provide a systemic perspective for decision-
makers.• To allow for interdisciplinary solutions for
complex problems.• To offer a replicable process that can be used
over and over again.• To focus partners on shared understanding of
issues and shared goals.
What is a Needs Assessment?
A systematic process of asking questions, comparing answers, and making informed decisions about what to do next to improve human (or organizational) conditions and performance.
Why is Needs Assessment Necessary in Training?
• Training may be incorrectly used as a solution to a performance problem.
• Training Programs may have the wrong content, objectives, or methods.
• Trainees may be sent to training programs for which they do not have the basic skills or confidence needed to learn.
• Training will not deliver the expected learning, behaviour change or financial results that the company expects.
Causes for Assessment
• Lack of Basic Skills.• Poor Performance.• New Technology.• Customer Requests.• New Products.• Higher Performance Standards.• New Jobs.
Outcomes of Assessment
• What Trainees Need To Learn.• Who Receives Training.• What Training Method Is Appropriate.• Frequency Of Training.• How Training Should Be Evaluated.• How To Facilitate Transfer Of Training.• Training Versus Other HR Options Such As
Selection Or Job Redesign.
Techniques Of Assessments
• Observation Generates Data Relevant To Work Environment. Minimizes Interruption Of Work.• Questionnaires Inexpensive. Can Collect Data From A Large Number Of
Persons. Data Easily Summarized.
• Interviews Can Explorer Unanticipated Issues That Come
Up. Questions Can Be Modified.• Focus Groups Useful With Complex Or Controversial Issues
That One Person May Be Unable Or Unwilling To Explore.
Questions Can Be Modified To Explore Unanticipated Issues.
• Documentation Good Source Of Information On Procedure. Objective. Good Source Of Task Information For New
Jobs And Jobs In The Process Of Being Created.
• Online Technology (Soft wares) Objective. Minimizes Interruption Of Work. Requires Limited Human Involvement.
Components of training needs assessment
• Strategic/organizational analysis• Task/job needs analysis• Person analysis
Organizational needs assessment
– In conducting organizational analysis, the company may consider issues like:
• Increased competition for old and new business.• Increased needs on cooperation among companies.• Business strategies of the rival companies.• Research and innovation.• Merger, acquisition, diversification and expansion.• Automation and modernization.• Manpower plan on hiring, retrenching and deployment
of stall
Task analysis / job needs assessment
– The process of collecting information regarding the job, for use in developing training programs, is often referred to as task analysis or job needs analysis.
– Task analysis explains what must be done to perform a job or complete a process successfully.
– Task analysis means detailed examination of a job role to find out what are the • knowledge, skill, attitude, motives, values and self
concept needed in people for superior or effective performance.
• There are four steps involved in task analysis:– Develop a list of task statements– Develop list of task clusters– Develop a list of KSAs (Knowledge, skills and
attitude)– Assess the importance of tasks
Person needs analysis
– A person needs analysis identifies gaps between a person’s current capabilities and those identified as necessary or desirable.
– Person needs analysis can be either broad or narrow in scope. • The broader approach compares actual performance
with the minimum acceptable standards of performance. • The narrower approach compares an evaluation of
employee proficiency on each required skill dimension with the proficiency level required for each skill.
Process of training needs analysis
1. Identifying the objectives of the organization.2. Appointing a training coordinator.3. Gathering information about the skills and
abilities of the individuals.4. Analyzing that information.5. Identifying the gaps & drawing a training
plan.