I oul suggest you viit and raed the Kirkpatrick model for evalusing effectiveness of training programmes.You will get a pretty good idea of hat is required.In my opininon evaluation has o be done jointly bythe immediate supervisors with the assitance of HR as advisors.

There are two sets of developmental needs for any employee. One set is behavioural where he may need to undergo training in team working, interpersonal behaviour, cross functional awareness, stress management etc. The other set is skill development training. This will be decided based on any identified deficiency in his present job and preparing him for future responsibilities in case the management has worked out his career planning.
Training needs should not be unilaterally decided by the boss but it should be discussed with the concerned employee and a consensus training needs package should be arrived at.
Since I have worked in a large corporate I know that this activity is often taken as a ritual (KHANA PURTI) and enough interest is not taken in arriving at the training needs and in some cases the training package is decided first (SQUARE HOLE) and then Candidates (ROUND PEGS) are frantically searched to attend the programme. In such cases money is wasted.

From India, Vadodara
Herewith attaching the our monthly news letter on training need analysis. This we have published in last month. Kindly go through it and feel free to post it for further queries. As for as template concerned, it will be varying from organization to organization and process to process.

From India, Pune
HI, Sorry in earlier reply i have not attached the file. Herewith attaching the same.
From India, Pune

Attached Files
File Type: pdf Taining needs Rev.pdf (241.4 KB, 493 views)

TNA can not be done in isolation by the HR division. It has to be done with the line managers also, not necessarily with the Division head but yes with the immediate supervisor. Once you discuss the TNA with the immediate supervisior then it has to be verified and confirmed with the divisional head.
Other sources of TNA depend upon also on the industry you are working in? customer feedback or survey..regular refers on customer service if you are in the service or retail industry..and TNA varies depending upon the kind of grade you have in the organisation also...
hope this helps..cheers Meetali

From India, Mumbai
I agree that HR will stsrt with TNI drive but the role of deptt. HOD is also important parallely that why training is required, whether any changes will made or not, what would be expectation from deptt. after training, whether the training and development is allign with business/company goal or not, how the training will give benefit to person, depatt.,company .......

From India, Delhi
Dear Muthu R,
Training needs to be identified by heads but whole process needs to be taken care by hr team. Its basicaly mutual process where department/ process head recomand members for specific training and hr team leads further process.
Training branch of hr team can prepare a training calender in advance and can send to all departments and heads, so that accordingly they can reffer to their team members. This is for general routine training.
For specific traings, we can take help of monthly or quartely review meetings, where management or head of the department can suggest us to conduct specific trainings to bridge the gap to acheive the upcoming targets.
Varun R.

From India, Gurgaon
Dear Mr.Muthu,
The analysis of Training needs and follow up action need to be well planned and executed.
This is the team work need to be done by all functional heads, HR professionals and in consultation with individuals concerned for whom the training is being planned.
The appropriate time for planning this activity is during appraisals and evaluation of perfromanance either at the time of completion of initial training and probation as applicable.
No doubt that HR has a role in this and need to be done in consultation with all concerned keeping in view of performance evaluation.
Sagala Amarnath

From India, Bangalore
Training needs analysis is the first step in ensuring a ffective training delivery.
In my opinion,it should be first done by mployee himself or the immediate suprvisor or both by mutul discusion as o what is the individuals need wih reference to what the employee is epcted to contribute.The best exmple is when the copany introduces newpoducts and sles people are required to understand compltely about the product to effectively sell the product in the market.

Dear All,
Hope this finds you in the best of times. I have an answer to all your questions for training needs analysis, testing of personality which would give you better and more accurate results, is cost effective and saves ample time in analysis and dealing with issues. This would be applicable for both organizations as a whole and individuals as well. The answer to all this is HANDWRITING ANALYSIS or in other words GRAPHOLOGY which is best suited than any other for anything that has to do with personality. We have senior persons who also conduct training and development workshops.
We effectively promote this. Do visit us at :: CURSIVE LOGIC :: and let me know if you would want us to help you in this regard. Thanks
Kind Regards,
Arun Castelino

From India, Bangalore

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