Training
& Development What is Training? Training
is the process of increasing the knowledge and skills of an employee for
doing a particular job. It involves the development of skills that are
usually necessary to perform a specific job. What is Development? Development
is concerned with the growth of employees in all respects. It is the process
by which managers or executives acquire skills and competency in their
present jobs and also capabilities for future tasks. TNI or Training
Need Analysis What is TNA
or Training Need Analysis? It’s the simple identification of the training needs of an
individual. Training Need Analysis (TNA) is the study of
needs, in the sense prioritization of the needs, according to
urgency, organizational requirement etc. Whether the needs identified are
pertaining to the job requirements (current or future) or not. There
are three types of training need analysis: Organizational
Need Analysis, Job Need
Analysis, and Person
Need Analysis. Organizational Needs AnalysisAccording to
many training experts, attaining the objectives of the business should be the
ultimate concern of any training and development effort. Therefore,
conducting an organizational needs analysis should be the first step in
effective needs assessment. It begins with an examination of the short and
long-term objectives of the organization and the trends that are likely to
affect these objectives. It can include a human resource analysis, analysis
of efficiency indexes, and an assessment of the organizational climate. The
organizational needs analysis should translate the organization's objectives
into an accurate estimate of the demand for human resources. Efficiency
indexes including cost of labor, quantity of output (productivity), quality
of output, waste, and equipment use and repairs can provide useful
information. The organization can determine standards for these indexes and
then analyze them to evaluate the general effectiveness of training programs. Organizational
analysis also can address the organization's performance in the
"softer" domains that constitute the corporate culture. For
example, it may reveal a misalignment between the current value system in the
organization and the values espoused by top management. Many companies today
espouse values such as focusing on customers, following ethical business practices,
and supporting diversity, yet behavior within these companies may fail to
reflect those values. In such cases, training for everyone in the company,
regardless of their specific job, may be needed. Job Needs AnalysisThe specific
content of present or anticipated jobs is examined through job analysis. For
existing jobs, information on the tasks to be performed (contained in job
descriptions), the skills necessary to perform those tasks (drawn from job
qualifications), and the minimum acceptable standards (obtained from
performance appraisals) are gathered. This information can then be used to
ensure that training programs are job specific and useful. The process of
collecting information for use in developing training programs is often
referred to as job needs analysis. In this situation, the analysis method
used should include questions specifically designed to assess the
competencies needed to perform the job. Person Needs AnalysisAfter
information about the job has been collected, the analysis shifts to the
person. 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.
The first method is based on the actual, current job performance of an
employee; therefore, it can be used to determine training needs for the
current job. The second method, on the other hand, can be used to identify
development needs for future jobs. Whether the
focus is on performance of the job as a whole or on particular aspects of the
job, several approaches can be used to identify the training needs of
individuals : Output
Measures: Performance data (e.g., productivity, accidents, customer
complaints), as well as performance appraisal ratings, can provide evidence
of performance deficiencies. Person needs analysis can also consist of work
sample and job knowledge tests that measure performance capability and
knowledge. Self-Assessed
Training Needs: The self-assessment of training needs is growing in
popularity. Here top managers require the employee and his or her supervisor
to identify what the business needs are for the department and the business,
as well as the skill needs and deficiencies of the individual.
Self-assessment is premised on the assumption that employees, more than
anyone else, are aware of their weaknesses and performance deficiencies.
Therefore, they're in the best position to identify their own training needs.
Attitude
Surveys: Attitude surveys completed by a supervisor's subordinates or by
customers or by both also can provide information on training needs. For
example, when one supervisor receives low scores regarding her or his
fairness in treating subordinates, compared with other supervisors in the
organization, the supervisor may need training in that area. Similarly, if
the customers of a particular unit seem to be particularly dissatisfied compared
with other customers, training may be needed in that unit. Thus, customer
surveys can serve a dual role: providing information to management about
service and pinpointing employee deficiencies. |
Training, Development, Training &
Development, Training Need Identification, Training Need Analysis, Training
Cost, ROI, Return on Investment, Training Budget, Training Man Days, Training
Evaluation, Training Effectiveness, TNI, TNA, Learning & Development, Training
Policy, Organizational Training, Training Calendar, Return On Investment,
Training Feedback, Training Survey, Employee Training, Training Programme, Training
Analysis,
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