TRAINING

NEED
ANALYSIS

TRAINING??

EXISTING
KNOWLEDGE
SKILLS
ATTITUDE

REQUIRED
TNA
is a
tool to
identify
the gap

KNOWLEDGE
SKILLS
ATTITUDE

WHAT IS A TRAINING
NEED ANALYSIS?
A

TNA is the process ofidentifying performance

requirements and the "gap" between
whatperformance is required and whatpresently
exists

BENEFITS OF TNA
To

achieve goals

Addresses

resources needed

WHY TNA IS CONDUCTED?

Provides

information on the training skills

development requirements

Identifies

the gap between current & required level of

knowledge, skills & aptitude

Ensures

that appropriate & relevant training is

delivered

Maximize

use of scarce resources

INSTRUCTIONAL DESIGN
PROCESS

FRAMEWORK OF TNA

COMPONENT OF TNA

ORGANIZATIONAL ANALYSIS

Aimed at short listing the focus area for training within the
organization.

Mission & strategies of an organization

Organizational environment

Internal factors that may be causing problems

Impact

of the preceding factors on developing,providing &

transferring the KSA to the job iftraining is the chosen solution
to the performance discrepancy

Example:

Motorola & IBM conducts surveys every year

keeping in view the short & long term goals of the organization.

CONTD
Organizational analysis involves determining:
1. Resources available for training
A.

Capital resources

B.

Human resources

2. Support by managers & peers for training

TASK ANALYSIS
This

is an analysis of the job & the requirements for

performing the work.

Also
This

known as a job analysis

help ensure that the training which is developed

will include relevant links to the content of the job

STEPS IN TASK ANALYSIS

PERSON ANALYSIS
Process

of studying employee behavior, to determine

whether performance meets standards

It

examines how well an employee performs critical

tasks & their knowledge, skills & abilities to perform
it.

Here

performance is taken out from the performance

appraisal data and the same is compared with the
expected level or standard of performance

NEEDS ASSESSMENT TECHNIQUES

QUESTIONNAIRES
DOCUMENTATION
OBSERVATION
FOCUS
INTERVIEWS
GROUPS

ADVANTAGES & DISADVANTAGES

TECHNIQUE

ADVANTAGES

DISADVANTAGES

OBSERVATION

Very direct method for

collecting data or
information-best for the
study of human behavior
One can identify a
problem by making indepth analysis of the
problems.

Need skilled observer

Employees behavior
may be affected by being
observed

QUESTIONNAIRES

Inexpensive
Can collect data from
large number of people

Requires time
Only provides
information directly
related to questions asked

CONTD
INTERVIEWS

Time saving
It is less costly than
other process of
communication.

Time consuming
Difficult to analyze

FOCUS GROUPS

Useful with complex or

controversial issues that
one person may be unable
or unwilling to explore

Time consuming to
organize
Status or position
differences may limit
participation

DOCUMENTATION

Good source of
information on procedure
Good source of task
information for new jobs

Not able to understand

technical language
Some documents may be
sensitive & not publicly
available.

OUTCOMES OF TNA

TRAINING NEEDS
PDs

that are due to lack of KSAs & for which training

is a solution.

NON TRAINING NEEDS

Where

training is not the best solution

No KSA Deficiency:
Caused by
Reward

/ punishment

Inappropriate
Obstacles

/ inadequate feedback

in the system

CONTD
KSA Deficiency.:
Solutions could be:
Job

Aids

Practice
Changing

the job

THANK
YOU!!