Training Need Analysis (TNA) - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Nipuna
Manager Hr
Thesocialdoctor
Senior Manager - Human Resources
+2 Others

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Hi all, I am working in a KPO and taking care of training & development. can anybody give me the psychometric test question papers for Training need analysis?? Thanks in advance
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Dear Nipuna,
There is a post on this site related to Training Needs Analysis today itself. You click the following link to read that:
https://www.citehr.com/125103-traini...-analysis.html
Secondly, for TNA you do not require psychometric questionnaire. You please concentrate on the following:
a) Customer Dissatisfaction
b) Operational failures
c) Report from Performance Appraisal of the employees
d) Organisational issues like conflict etc
e) Vision of your organisation like acquiring certification for ISO, six sigma etc.
f) Career Planning and Succession Planning.
Do to do everything above will require couple of years. Psychometric Tests are training tools. Please do not confuse with the tools with the need to use that tool.
Thanks,
Dinesh Divekar

dineshdivekar(at)yahoo.com


Hi diwakar,
thank you for your solution. this will definitely going to help me a lot on TNA. Now I have also got the point of Psychometric test.
as you have said the Psychometric test is a training tool so can you tell me how and where we can use this tool in trianing.
I also want to know that after doing the TNA how I will move ahead with the training. Can you tell me the detailed steps to be followed for training in any organization.
I also want to know that how i will do the training assessment in short trem, midium term and in long term.
what will be the frequency of doing this and what I have to do all these things?
Dear Nipuna,
There are several ways of mapping TNA of employees:
1) you can assess TNA of an employee through set competency mapping and then can evalutae employees score against the set competency
2) KRA : KRA would help you to assess TNA of employee
3) Feedback from the immediate supervisors and managers would also help youo to evaluate TNA of the employees
4) One to one interaction witht he employee will aslo help you to find out kind of the training he requires
We are a HR Outsourcing Company provides end to end solution in HR. We have done various TNA and Training Co-ordination management for our Clients. You can touchbase with me for further assistance .
Abdul Latif
Manager- BDM,
Careercruise HR Pvt.Ltd
Cell : 093200-65359
abdul.latif(at)careercruise.com
dear Mr. Dinesh can you post me a TNA tool kits and advisory notes for study matarial because i did that cource but forgott so i want to recollect but i dont have the kits and all.
Sachin
CCDU,PHED Raipur
9827974078
In addition to this
1. you may develop a competency dictionary for your organisation and do a GAP analysis
2. Outcome of your PMS will be served as training needs to match the desired levels
3. Need identify should be done in structured manner with end to end documentation for future reference points
4. Recruitment should be done on competency or KSA ratings and needs can be identify there also to support on boarding
5. Based upon all of these, prepare calendar for training and then come the "ROI"
for trainings.
Thanks & Regards
Gaurav Vyas
attribution #ixzz2Vt5261IP

Dear Senior, if you have any engineering section Skill and Competency Matrix please share. Regards, Sunil Prajapati
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