Training Need Assessment
- To determine whether training is needed
- To determine causes of poor performance
- To determine content and scope of training
- To determine desired training outcomes
- To provide a basis of measurement
Steps in the Needs Assessment Process:
Step One: Identify Problem Needs:
- Determine the context
- Perform gap analysis
- Set objectives
Step Two: Determine Design of Needs Analysis:
- Establish method selection criteria
- Assess advantages and disadvantages for methods
Step Three: Collect Data:
- Conduct interviews
- Administer questionnaires and surveys
- Review documents
- Observe people at work
Step Four: Analyze Data:
- Conduct qualitative or Quantitative Analysis
- Determine solutions/recommendations
Step Five: Provide Feedback
- Write report and make oral presentation
Step Six: Develop Action Plan for Providing Training:
All organizations should produce a general alertness and alertness to the performance problems. This should be a permanent feature of the learning organizations at all times. Performance problems symptoms may manifest itself in the shape of absenteeism, workshop accidents, under-utilized equipment’s or resources and increasing employees’ demonization etc.
The major issues that may raise the performance concerns are the rapid technological changes and innovations, structural readjustments of the organizations, i.e., rightsizing and re-engineering, faster response time required in today’s competitive environment and the shift of job concentration from one sector to another.
These trends have necessitated the analysis of jobs and occupations on a dynamic basis. To clearly understand the changing nature and needs of these occupations and to transform into relevant training packages, training needs assessment is needed to come to play. Peterson (1998) suggested the following model for training need analysis.
A variety of sources, tools and techniques can be used to determine the performance concerns and changes in different occupations and new evolving occupations.
Check list. Interviewing, Survey techniques, Performance appraisal and review, Diary analysis, Delphi technique, task and role analysis, management audit and observation etc.
A properly conducted TNA will help in providing quality training services in the industrial sector. This is the process of identifying those gaps and discrepancy in the performance that exists between what the people are capable of doing now and what is expected of them in the workplaces.
Regardless of what methods or processes that one chooses to use in conducting TNA, following steps are required to be performed as indicated in the figure below.