Les2allan
Managing Director
Aussiejohn
Trainer
Sumit.m@vinsys.in
Business Development
HelloNila
Business
+1 Other

Hello! I have to conduct training need analysis in my organisation. pl give me any procedure or format on this. Regards Nila
5th December 2008 From India, Surat
Hey,

This may Help...

Find below a questionnaire over Training Need Analysis, hope it would help you to understand the same...

Organisation’s Name:

Name of staff member:
Section:
General
1. Are you a new employee or a long-standing employee of the company?
2. How long have you been in your present job?
Confirmation of Current Duties
3. Do you have a duty statement for your job? Yes No (Go to Q 6)
4. Is your job accurately described in the duty statement? Yes (Go to Q 14) No
5.A If no, what extra duties do you do that need to be added to your duty statement?

5.B What duties are no longer part of your job and can be deleted from your duty statement?

Job Analysis
6. Describe the tasks you regularly perform that are critical to carrying out your job effectively.

7. Describe the type of equipment you are required to use (for example, keyboard, machinery, tools of trade, etc).

8. Do you require a high degree of technical knowledge for your job? Yes No
9. How do you work? Please circle
Alone Part of a team Other (specify below)

10. If you work as part of a team, do you perform the same of different work to members of your team?

11. To what extent does your job require you to work closely with other people, such as customers, clients or people in your own organisation? Please circle.
Very little Moderately A lot
12. How much autonomy is there in your job, ie, to what extent do you decide how to proceed with your work? Please circle.
Very little Moderately A lot
13. How much variety is there in your job, ie, to what extent do you do different things at work, using several skills and talents? Please circle.
Very little Moderately A lot
Training Needs
14. To perform your current job: What training do you still need (either on-the-job or a formal course) to perform your current job competently (eg, Excel, bookkeeping, English as a second language, etc)?

15. To perform other jobs in the organisation: What other roles in the organisation would you be interested in doing if a vacancy became available (eg, transfer to another section, supervisor position, etc)?

16. To perform other jobs in the organisation: What training or experience would be required (eg, machine operation, negotiation skills, Occupational Health and Safety Awareness, etc)?

Future Development Needs
17. What are your career aspirations?

18. What training or development do you need to help make this happen (eg, external degree study, formal meeting procedures, leadership training, etc)?

Recognition of Prior Learning
19. What training have you attended within the last three years? (This will help identify if any training sessions have been missed or if any refresher training is required.)

20. What training or skills have you acquired outside your current job that may be relevant to the wider organisation?

Action Plan
Agreed training and development to be provided over the next 12 months:
(Record the details of training courses, on-the-job experiences, buddy systems or mentor arrangements, and include the recommended dates the staff member can expect these to occur.)
Training Date

Signature of Staff Member : Date :
Signature of Supervisor : Date :

Also find attached some docs.

Sumit.
6th December 2008 From India, Pune

Attached Files
Membership is required for download. Create An Account First
File Type: doc Training Need analysis.doc (51.0 KB, 1391 views)
File Type: pdf toolkit_index.pdf (568.6 KB, 812 views)

Do a search on CITE HR, there is plenty of material already posted here. Search box is at the top of the page.
8th December 2008 From Australia, Melbourne
Hello Nila. How you conduct the training needs analysis will depend on its purpose. You may need to conduct it at the level of one or more individuals, a team or unit, or for the entire organization. I have a concise description of the various purposes and how to go about an analysis for each on my website at www.businessperform.com/html/training_needs_analysis.html

Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
8th December 2008 From Australia, Glen Waverley
Hi there...

I think you need to first define what you mean by "leadership". For instance, let's say the leader in your organization needs to have...

1. Good Communication Skills

2. Good PR and Networking Skills

3. Good Presentation Skills

4. Good Excel Skills

5. Good Understanding of the industry your company does business in

6. Good Understanding of Marketing Concepts

These are just some examples. What I mean is that you need to zero in on exactly what kind of skills and knowledge people in your organization need to be described as "good" leaders. That would be step one.

Step two would then be to ascertain how many people already have the necessary skills and knowledge and how many don't.

In the process of ascertaining that, you'll be able to identify exactly who needs more skills and/or knowledge.

But the starting point, in my opinion, would have to be the ideal skill and knowledge set that your organization needs in everyone it intends to describe as a leader.

You need to define that set. Then you can prepare a questionnaire to figure out who all already have that set and who all don't.

If you consider the above list of examples, then your questionnaire would read something like...

Q1. Do you think you have good communication skills ?

Q2. Do you think you have good PR and Networking skills ?

Q3. Do you think you have good Presentation skills ?

Q4. Do you think you have good Excel skills ?

Q5. Do you think you have a good understanding of the industry your organization does business in ?

Q6. Do you think you have a good understanding of marketing concepts ?

Now, within this, you could have competency levels and ask those who are filling in the questionnaire to indicate their competency level.

For instance, one model of competency assessment could be...

Good

Excellent

Exceptional

If someone says he or she is "Good" in everything, then you need to determine how to take that person from competency level "good" to competency level "excellent" and then to competency level "exceptional".

So, once again, the first step would be to define the set of skills and knowledge that a leader must have. And, then the second step would be to ascertain the level of competency of each potential leader in each of the skills and each of fields of knowledge you've defined.

Once you have this information, then you'll know exactly who needs to be trained in what and to what extent.

Hope this response was useful. Do let me know if you have any questions. I'll try my best to respond asap.

Sincerely,

~ an invisible indian
13th February 2014 From India, Meerut
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