Kindly let me know as to what is the best method of identifying training needs of employees.I am with a highly technically inclined aeronautical industry.
From India, Gurgaon
From India, Gurgaon
hi i am about to do training need identification in my company .,and i will be following steps.
1.forming a training commity-including HOD's and supervisors
2.need analysis from indiviudal departments-both worker n staff level
3.listing of topic most in demand
4. than making course content
5.make training calender
6. choose faculties
7. get nominations
8. than the arrangments for the actual training.
9 get feed back of the training.
This is all i know if u get a better ans pls forward me
thx
monal
From India, Vadodara
1.forming a training commity-including HOD's and supervisors
2.need analysis from indiviudal departments-both worker n staff level
3.listing of topic most in demand
4. than making course content
5.make training calender
6. choose faculties
7. get nominations
8. than the arrangments for the actual training.
9 get feed back of the training.
This is all i know if u get a better ans pls forward me
thx
monal
From India, Vadodara
dear, Training efforts must be aimed at achieving both organisational & employee needs.Questions to ponder abt r 1.trng reqd or not ? 2. which trng needed ? 3.where trng needed ? After trng gaps r identified design apt trng program.Trng needs can b identified based on fol analysis types.1.ORGANISATIONAL ANALYSIS.2.TASK/ROLE ANALYSIS and 3.PERSON ANALYSIS.To b effective monitoring & coordinating all 3 analyses is very imp. Regards, rgs.
From India, Bangalore
3From India, Bangalore
Training Need=Difference between the desired & available competency levels
To find what Training need should be addressed you have to be abreast of what skill or knowledge is crucial to deliver for an individual.
Each Job profile has its unique set of desired KRAs & consequent Training Needs
To discover the areas to work on
1)Carry out survey across supervisory, workmem ,Senior vertical heads etc
2)Study present performance appraisal
3)Classify the abilities required Technical/Conceptual/Soft Skills etc rank them as per importance
4)Look for information in sources available
However best is from prersent employees & from Performance appraisals
You can create a core team including people from HR,Training,Operations,ETC
Regards
Vikas
Practeam Solutions
From India, New Delhi
To find what Training need should be addressed you have to be abreast of what skill or knowledge is crucial to deliver for an individual.
Each Job profile has its unique set of desired KRAs & consequent Training Needs
To discover the areas to work on
1)Carry out survey across supervisory, workmem ,Senior vertical heads etc
2)Study present performance appraisal
3)Classify the abilities required Technical/Conceptual/Soft Skills etc rank them as per importance
4)Look for information in sources available
However best is from prersent employees & from Performance appraisals
You can create a core team including people from HR,Training,Operations,ETC
Regards
Vikas
Practeam Solutions
From India, New Delhi
As HRD Section head for a new hospital (290 beds), I am required to propose a framework on developing the Annual Training Plan through TNI & TNA process. One of the elements of the framework is staff will be provided with a Training Needs Form for their completion. I am looking for a sample of the form for individual staff.
The individual needs will be collated into the departmental, divisional and company needs, respectively.
Thank you & rgds.
-Alwiyah-
From Malaysia, Kuala Lumpur
The individual needs will be collated into the departmental, divisional and company needs, respectively.
Thank you & rgds.
-Alwiyah-
From Malaysia, Kuala Lumpur
Hi
What comes first to my mind is
1)Study the performance apparaisals & identify the deficiencies of target achievement
2)Study the areas for improvements mentioned by immediate supervisor
3)Incase th standards are sets for departmental/individual performance study the reasons for gaps.e deviation in processes being followed, deficiencies in technical know how, skills etc
4)Ask for reasons from supervisors
You will formats but best way is ither you self or consultant can identify the weak links in the chain
Regards
Vikas
Practeam Solutions
From India, New Delhi
What comes first to my mind is
1)Study the performance apparaisals & identify the deficiencies of target achievement
2)Study the areas for improvements mentioned by immediate supervisor
3)Incase th standards are sets for departmental/individual performance study the reasons for gaps.e deviation in processes being followed, deficiencies in technical know how, skills etc
4)Ask for reasons from supervisors
You will formats but best way is ither you self or consultant can identify the weak links in the chain
Regards
Vikas
Practeam Solutions
From India, New Delhi
Hi
What comes first to my mind is
1)Study the performance apparaisals & identify the deficiencies of target achievement
2)Study the areas for improvements mentioned by immediate supervisor
3)Incase th standards are sets for departmental/individual performance study the reasons for gaps.e deviation in processes being followed, deficiencies in technical know how, skills etc
4)Ask for reasons from supervisors
You will formats but best way is ither you self or consultant can identify the weak links in the chain
Regards
Vikas
Practeam Solutions-Training & Recruitmnt
From India, New Delhi
What comes first to my mind is
1)Study the performance apparaisals & identify the deficiencies of target achievement
2)Study the areas for improvements mentioned by immediate supervisor
3)Incase th standards are sets for departmental/individual performance study the reasons for gaps.e deviation in processes being followed, deficiencies in technical know how, skills etc
4)Ask for reasons from supervisors
You will formats but best way is ither you self or consultant can identify the weak links in the chain
Regards
Vikas
Practeam Solutions-Training & Recruitmnt
From India, New Delhi
Hi Vikas,
I am familiar with the process of gathering data and sources of information for the data. What would help me is samples of the forms that reflect the format, types of questions to ask.
Being a new organization, employees bring in varying levels of experience in manual and on-line performance management processes, including individual develoment plans. Thus, my challenge would be to provide a form that helps them to identify the training they need or non-training solutions.
Thanks for your immediate response. I appreciate it.
From Malaysia, Kuala Lumpur
I am familiar with the process of gathering data and sources of information for the data. What would help me is samples of the forms that reflect the format, types of questions to ask.
Being a new organization, employees bring in varying levels of experience in manual and on-line performance management processes, including individual develoment plans. Thus, my challenge would be to provide a form that helps them to identify the training they need or non-training solutions.
Thanks for your immediate response. I appreciate it.
From Malaysia, Kuala Lumpur
Hello Everyone,
There are various ways and various formats for Training Need Identification. According to me, if you have Competency Maps ready at each level or for each Role, it is very easy to identify the Training Gaps and thus the Training Needs. I am just listing down the steps:
1. Desired Competencies for a Role - You can Create a simple Excel Sheet with competencies categoried under Knowledge, Skills, and Behavioral Headers. You can then Assign Grades for each compentency..May be Starting from Excellent to Poor.
2. Actual Competencies of Employees - Using various information sources, you can now plot Actual Competencies against Desired. This will give you a Clear Indication on the Gaps.
3. Identifying Non- Training Gaps
4. Identifyting Training Gaps
5. Training Interventions
You can have one single map for a role to make the process easy to comprehend.
We provide consultancy on TNA and Training Content Development. You can contact us at
Regards,
Davinder
From India, Delhi
There are various ways and various formats for Training Need Identification. According to me, if you have Competency Maps ready at each level or for each Role, it is very easy to identify the Training Gaps and thus the Training Needs. I am just listing down the steps:
1. Desired Competencies for a Role - You can Create a simple Excel Sheet with competencies categoried under Knowledge, Skills, and Behavioral Headers. You can then Assign Grades for each compentency..May be Starting from Excellent to Poor.
2. Actual Competencies of Employees - Using various information sources, you can now plot Actual Competencies against Desired. This will give you a Clear Indication on the Gaps.
3. Identifying Non- Training Gaps
4. Identifyting Training Gaps
5. Training Interventions
You can have one single map for a role to make the process easy to comprehend.
We provide consultancy on TNA and Training Content Development. You can contact us at
Regards,
Davinder
From India, Delhi
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