Thread Started by #Anonymous

Good day everyone ! Please I am the HR and I have been asked to do training needs analysis of staff. My company is a banking institution and I want you to kindly assist me with steps in doing training needs analysis. Thank You.
3rd November 2016 From Ghana, undefined
Dear Nipuna,
There are several posts on this site related to Training Needs Analysis. You may click the following link to read one of that:
https://www.citehr.com/125103-traini...-analysis.html
Secondly, for TNA you may 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.
g) Inventory Carrying Cost of raw material and also of finished goods (if you are in manufacturing sector)
In addition to this, earlier I had given comprehensive reply on Training and Development. If you do the TNA in isolation, you may not be able to measure the effectiveness of training. Seeds of measurement of training effectiveness are sowed in TNA itself. To know how to do that, you may click the following link:
https://www.citehr.com/523786-traini...-523786-a.html
Thanks,
Dinesh Divekar
3rd November 2016 From India, Bangalore
Hi,
To add to our Sr contributor, We have three parts of TNA (diagnosis).
1.Strategic (organisational) analysis
2.Task Analysis
3.Individual Analysis
Data/Info required will be available or you can get easily for 2 and 3. But for 1, esp. with respect to "the strategic intent" of your organisation, may not be that visible/or availalbe. It is here people make errors in early stages of Training career. Have some flexible calendar to factor this
Happy Learning
Jo Srinivasan
3rd November 2016 From India, Bangalore
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