Training Needs Analysis

Training  is…

MAGIC!

It’s  Magic!

There is NO MAGIC in training, the skills of an effective trainer can be LEARNED and DEVELOPED!

Training is NOT a cure-all!

Your  Facilitator • NarejoHR

o  Established 2002

o  Service Offerings, Growing Businesses Through People

• Rahila Narejo o  Chief Executive & Lead HR Consultant, NarejoHR (Pvt.) Ltd.

o  Psychobiologist, Univ. California, Los Angeles

o  Psychometrician, British Psychological Society (Levels A + B)

o  Certified Balanced Scorecard Professional, Palladium Group

o  Columnist, DAWN Newspaper, Workplace Sanity

o  Associate Certified Coach (ACC), International Coaching Federation

o  MSc. NeuroLeadership, Middlesex Univ. & NeuroLeadership Institute

Learning | Consulting | Assessment | Search

!

Identification  &  Analysis  of  

Need

Design  &  Development  of  T&D  Program

Implementation  of  T&D  Program

Evaluation  of  Learning

L&D    Cycle

Training

Process of enhancing the KSA to increase current performance.

Development

Long-term interventions to grow KSA for a

career path.

Performance  Gap

► GAP = How do you know this is a Training Need?

REQUIRED PERFORMANCE

ACTUAL PERFORMANCE

Performance  Drivers •  Knowledge information specific and particular

to a subject, enabling a person to understand a subject to an acceptable level

•  Skill is a developed aptitude or ability in a particular cognitive or physical area; the application of knowledge

•  Abilities/Attitude is an internal state which affects one’s choice of action towards some objects, persons or events

When  will  a  Performance  Gap  most  likely  arise?

ä New employee ä New job responsibilities ä New products/equipment ä New policies and procedures ä Skills required for future jobs ä Job performance problems

To  solve  a  performance  gap:

•  Training may not be the answer •  Training may not be the only

answer

-

S

KIL

L

+

- WILL +

When  does  a  Performance  Gap  =  NEED?

Management Issue

Resource or Process Issue

Recruitment/ Promotion/

Transfer Issue

Training/ Development/ Learning Issue

Cause                        Solution 1.  feedback, standards 2.  rewards, consequences 3.  define std, measure,

discuss 4.  change environment 5.  change personnel

(transfer/terminate) 6.  training!

1.  If lack feedback

2.  If not motivated

3.  If unclear expectations

4.  If job environment hindrance

5.  If potential not matched

6.  If lack of skill or knowledge

“Remember, training is not what is ultimately important… performance is.”

Marc Rosenberg

TNA/LNA/DNA  Flowchart

• Request  for  training

1

• Define  Gap: • Can  -­‐‑  Need

2 • What  is  Root  Cause?

3

• Missing  KSA?

4

YES: Full  Need  Analysis

NO: Suggest  

Alternative

A  Need  is  Born!

Link  Training  Need  to  Business  Need  SWOT  and  PEST

•  Political/Legal •  Economic •  Social-Cultural •  Technological

•  Strengths •  Weaknesses •  Opportunities •  Threats

Key  Learning  Points •  To be effective, training and development

must support the business aims. •  Trainers cannot afford to inhabit ‘ivory

towers’ and be detached from the business. •  SWOT reports and other relevant information

already exist; it’s up to you to make them work for needs analysis (TNA/LNA/DNA).

LNA  Methods •  Questionnaires •  Analysis of Appraisal documents •  The one-to-one interview (Job Analysis) •  Assessments/Tests •  Focus Groups •  Observation/work sampling

Evaluate  Methods Advantages Disadvantages

When  would  you  use  it?

Best  alone  or  with  other  methods?

Key  Learning  Points •  It’s important to have and use a range of

LNA methods and to match the most appropriate method to the situation: o  thinking about costs, time and quality of

information.

o  The individual

o  The line manager

o  The trainer

It’s  no  longer  about  HEAD  COUNTS.

Today,  what’s  inside  the  HEAD,  COUNTS!

~ Very Famous Person