Hi everyone,
I am confused here and would appreciate your help in addressing my dilemma. I am a new trainer at this postal company and, as such, I am tasked with carrying out the Training Needs Analysis. I do not know where to start or how to go about carrying it out.
Any information would be greatly appreciated. Please attach PowerPoint presentations, videos, etc., to my email address: genevieve.wambena@postpng.com.pg.
Thank you in advance.
Issabella
From Papua New Guinea
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I am confused here and would appreciate your help in addressing my dilemma. I am a new trainer at this postal company and, as such, I am tasked with carrying out the Training Needs Analysis. I do not know where to start or how to go about carrying it out.
Any information would be greatly appreciated. Please attach PowerPoint presentations, videos, etc., to my email address: genevieve.wambena@postpng.com.pg.
Thank you in advance.
Issabella
From Papua New Guinea
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Hello,
My name is Lakshmi Narayana. I worked in the KPO field. Now, I would like to switch into office administration and HR activities. Please let me know what are the basic operations performed. Also, please provide me with the predefined formats for those activities.
Thank you.
From India, Hyderabad
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1My name is Lakshmi Narayana. I worked in the KPO field. Now, I would like to switch into office administration and HR activities. Please let me know what are the basic operations performed. Also, please provide me with the predefined formats for those activities.
Thank you.
From India, Hyderabad
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Dear Issabella,
You could have referred to this forum before raising the query. Anyway, click the following links. These are my replies to the past posts:
- [Post 1](#post2015092)
- [Post 2](#post1969910)
- [Measuring Technical Training Effectiveness](https://www.citehr.com/311628-measuring-technical-training-effectivness.html#post1411484) (though this is related to technical training, the comments are useful for behavioral training as well)
- [Kirkpatrick Model](https://www.citehr.com/119766-kirkpatrick-model-post758770.html#post758770)
- [Honeymoon Effect After Training](https://www.citehr.com/171892-honeymoon-effect-after-training.html#post743051)
- [Parameters for Trainers' Skills](https://www.citehr.com/137807-parameters-trainers-skills.html#post712618)
- [How to Get Management Support for Training](https://www.citehr.com/479129-how-get-management-support-training.html#post2112781)
- [ROI Calculation for Behavioral Training](https://www.citehr.com/336611-roi-calculation-behavioral-training.html#post1552221)
- [Evaluating Behavioral Training for HR Professionals](https://www.citehr.com/423763-evaluating-behavioural-training-hr-professionals.html#post2149785)
Thanks,
Dinesh V Divekar
From India, Bangalore
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You could have referred to this forum before raising the query. Anyway, click the following links. These are my replies to the past posts:
- [Post 1](#post2015092)
- [Post 2](#post1969910)
- [Measuring Technical Training Effectiveness](https://www.citehr.com/311628-measuring-technical-training-effectivness.html#post1411484) (though this is related to technical training, the comments are useful for behavioral training as well)
- [Kirkpatrick Model](https://www.citehr.com/119766-kirkpatrick-model-post758770.html#post758770)
- [Honeymoon Effect After Training](https://www.citehr.com/171892-honeymoon-effect-after-training.html#post743051)
- [Parameters for Trainers' Skills](https://www.citehr.com/137807-parameters-trainers-skills.html#post712618)
- [How to Get Management Support for Training](https://www.citehr.com/479129-how-get-management-support-training.html#post2112781)
- [ROI Calculation for Behavioral Training](https://www.citehr.com/336611-roi-calculation-behavioral-training.html#post1552221)
- [Evaluating Behavioral Training for HR Professionals](https://www.citehr.com/423763-evaluating-behavioural-training-hr-professionals.html#post2149785)
Thanks,
Dinesh V Divekar
From India, Bangalore
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Hi Issabella,
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 organization 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 a lot of doubts before you start, but just "jump in." If you still have doubt, please email josri1972 at geemail dot com.
All the best.
Regards, J. Srinivasan
DGM- Training
S&N Hayakawa Enterprises Pvt. Ltd. Chennai
9445636855
From India, Bangalore
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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 organization 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 a lot of doubts before you start, but just "jump in." If you still have doubt, please email josri1972 at geemail dot com.
All the best.
Regards, J. Srinivasan
DGM- Training
S&N Hayakawa Enterprises Pvt. Ltd. Chennai
9445636855
From India, Bangalore
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Hi!
When you talk about "training needs," you are basically referring to certain "requirements" that employees need to undergo in order for them to become more productive or "usable" in an organization. For example, training on specific computer applications (MS Excel) to perform their job more efficiently. Additionally, it can involve courses, whether formal or informal, that provide additional knowledge, skills, and behavioral competencies that employees must possess to advance within the organization as part of their career development.
The critical question is: how do you determine the appropriate needs of employees?
Traditional approaches mention Training Need Analysis (TNA), where questionnaires are distributed to employees for them to fill out. However, the issue with this approach is that responses often reflect the personal needs of employees concerning their own advancement within or outside the organization.
Business organizations aim to allocate a budget for training to enhance employees' productivity and effectiveness at work. No company wants to invest in an employee pursuing an MBA to then leave for another company offering better compensation and benefits.
So, what should HR managers do?
The solution lies in conducting "GAP ANALYSIS" instead of a training needs analysis.
Gap Analysis involves assessing an employee's current knowledge, skills, and attitudes (KSA) against the required KSA for their current job responsibilities. The identified missing or inadequate KSAs represent the employee's training needs, regardless of what they express.
HR Managers and practitioners must possess the necessary skills and expertise to conduct gap analysis effectively.
If you require assistance with this, my company can help you!
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel:
Email: <emillaconsulting@hotmail.com>
From Philippines, Parañaque
Acknowledge(0)Amend(0)
When you talk about "training needs," you are basically referring to certain "requirements" that employees need to undergo in order for them to become more productive or "usable" in an organization. For example, training on specific computer applications (MS Excel) to perform their job more efficiently. Additionally, it can involve courses, whether formal or informal, that provide additional knowledge, skills, and behavioral competencies that employees must possess to advance within the organization as part of their career development.
The critical question is: how do you determine the appropriate needs of employees?
Traditional approaches mention Training Need Analysis (TNA), where questionnaires are distributed to employees for them to fill out. However, the issue with this approach is that responses often reflect the personal needs of employees concerning their own advancement within or outside the organization.
Business organizations aim to allocate a budget for training to enhance employees' productivity and effectiveness at work. No company wants to invest in an employee pursuing an MBA to then leave for another company offering better compensation and benefits.
So, what should HR managers do?
The solution lies in conducting "GAP ANALYSIS" instead of a training needs analysis.
Gap Analysis involves assessing an employee's current knowledge, skills, and attitudes (KSA) against the required KSA for their current job responsibilities. The identified missing or inadequate KSAs represent the employee's training needs, regardless of what they express.
HR Managers and practitioners must possess the necessary skills and expertise to conduct gap analysis effectively.
If you require assistance with this, my company can help you!
Best regards,
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel:
Email: <emillaconsulting@hotmail.com>
From Philippines, Parañaque
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Training Needs Analysis Questionnaire.d oc
Intro to Employee Training & Development - PPT.ppt