You could have referred this forum before raising the query. Anyway click the following links. These are my replies to the past posts:
(though this is related to technical training, the comments are useful to behavioural training as well)
Dinesh V Divekar
In a nutshell,
1. Get the \"pulse\" of your organization\'s \"strategic Intent\".(real one).
2. Get a \"feel\" of where your organization stands with regard to where your organizations intends to go.Get a \"very rough\" idea of the gap (in knowledge, Attitude, skill)
3. Fine tune this with techniques and methods available in various fora including this one.
Hope this helps you to START. Yes, you will have lot of doubts before you start, but just \"jump in\".
If you still have a doubt, please mail josri1972 at geemail dot com.
All the best
S&N Hayakawa Enterprises Pvt. Ltd. Chennai
When you talk about "training needs", you refer basically to certain "requirements" that employees have "to undergo" in order for them to become more productive or "usable" in an organization, e.g. know how/ training on certain computer applications (MS XL) to be able to do the job more easily. Further, it can refer to some courses (formal or informal) that would provide additional knowledge, skills, and behavioral competencies/ attitudes that employees must possess in order to advance within the organization--- as part of one's career devt.
The critical question is: how do you determine the appropriate needs of employees?
Old approaches talk about the TNA (training need analysis), and the old methodology is to distribute questionnaires for employees to fill out. The problem with this methodology is that responses almost always reflect the "personal needs" of employees vis-a-vis their own advancement or future within or outside the organization.
But business organizations want to provide a budget for training, in order for employees to become more productive and effective in their work within the company. No company would spend for an employee who would like to pursue an MBA so he/ she can transfer to another company that can give him/ her better compensation and benefits.
So, what should HR managers do?
The answer to this is to do "GAP ANALYSIS" instead of a training need analysis.
Gap Analysis refers to the determination of an employee's current knowledge, skills, and attitudes (KSA) versus the required KSA of his current job responsibility. The missing or inadequate KSA are the employee's training need----- regardless of what he/ she is trying to tell you.
HR Managers/ practitioners must have the necessary skills/ expertise in doing the gap analysis ---- to be able to do it properly.
If you don't know, my company can help you!
Ed Llarena, Jr.
Emilla International Consulting Services