Business Mentor, Consultant And Trainer
Strategic Business Management Includes Revenue
Learning & Teaching Fellow (retired)
TNI is the first and most critical step.
Second step is to evaluate the needs and arrive at a shortlist that is in sync with the JD for the role(s).
Once a shortlist is formed, then you look at investment (time, cost, opportunity cost, effort, etc.)
You will again land up at a list which is then pared again for critical, urgent, normal, good to have, categories.
after this the management approval is needed for securing commitment and funds.
I have tried to make the above as simplistic as possible.
16th January 2012 From United Arab Emirates, Dubai
Sharad has given you sound advice in brief. For a longer explantion please go to How to Conduct a Simple Training Needs Assessment - That Works
Have a nice day
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting
16th January 2012 From United Kingdom
This subject of TNI or subject related to this comes up for discussion quite often. You can click the following link to read my previous reply:
I had given one more reply at another forum i.e. Linkedin also. Click here to read my reply.
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
16th January 2012 From India, Bangalore
Thanx for your valuable suggestion and inputs. TNA can be through questionnaires or through simple Training needs assessment. Once the needs are evaluated, need to plan the training calender. The training Calender will include the topics of the areas through which the discussion with the HOD's or with management. Once shortlised then the cost and the evaluation.
Really thanx i would like to share the questionnaires on TNA worked on my internship project which will help me in building training program.
18th January 2012 From India, Mumbai
regarding how to conduct training for a company do the following.
1) identify the training needs
2) Do the TNA( Training Need Analysis)
3) List out the training modules from TNA
4)Then prepare skill metric.
5) Submit the training modules to the department HOD'S.
6) If the training is related to practical oriented means on the job training then the department HOD's should put an effort to it.off the job training means theory class in training classroom.
7)Hr / training dept. should prepare a training calender for different departments.
8) Training to commence according to the training calender.
9) Send mail to dept.HOD with the TRAINING CALENDER.
25th January 2012 From India, Hyderabad
Initially you must define, what is that your organisation wish to get your employees trained for while co-relating/associating with ORGANISATION's BUSINESS OBJECTIVES, which is nothing but "MAKING YOUR ORGANISATION TO EXCEL & GENERATE MORE PROFITS"
You need to CATEGORIZE your TRAINING MODULES based on
1) TECHNICAL &
1) GENERIC - COMMON SKILLS required in most of your EMPLOYEES
2) JOB/DESIGNATION/DOMAIN BASED - SPECIFIC SKILLS required to PERFORM/EXECUTE DOMAIN SPECIFIC JOB/ROLES.
Rather just focusing on TRAINING EMPLOYEES, kindly do FOCUS on IMPLEMENTATION PART - POST TRAINING because most of the TRAINERS may not be support LEARNING PROCESS because it is the JOB and RESPONSIBILITY of the RESPECTIVE EMPLOYEES leading various EMPLOYEES/TEAM, including the MANAGEMENT(DECISION MAKERS).
Kindly don't force any employee to undergo TRAINING but, make him REALIZE what is LACKING, what need to be DEVELOPED for BETTER PRODUCTIVITY relating it with COMPENSATION FACTORS.
With profound regards
27th January 2012 From India, Chennai