Scope Of Training Need Analysis - CiteHR
Arulraja
Nlp Master Practitioner

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Hello Friends, I would like to know the scope of training need analysis for my PGDBM project purpose. It will be better for me if i get wording for the same. Thanx in advance
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Hi,



Congratulations to you for having chosen an important topic, and having worded your search very well: "The scope of..."



I will be happy to get a glimpse of your findings, once it is completed.



And, while you are still on the way, may be, I will share a few reflections about what I think about the art/science of getting to know what needs exist out there!



I use a 'levels of' or 'distinctions in' human behaviour, introduced into Neuro-Linguistic Programming by Robert Dilts:



A human activity is a reflection of any of the multiple of distinct layers of one's own 'self'... These 'layers' are not visible; and often, one is not conscious of them either... The first two layers that are visible are: 1. Environment, and 2. Activity/behaviour. The rest are invisible: 3. Capacity, 4. Attitude, 5. Values, 6. Beliefs, 7. Identity, 8. Meaning System or Spirituality.



When one has a meaning system that tells him/her to earn quick money by stealing data, or by creating for oneself opportunities to black mail one's boss by creating evidences...or, when one define's one identity as committed to beliefs that require him/her to make sacrifices of self and others... you know what happens. These are instances, where a change will be needed most. And assessing the need for change is not easy. People tend to hide their intentions... or so convinced of what they are doing that they won't come out and say I need training to change my understanding of (transformation of) my values, beliefs, identities etc.



Hence, when they as individuals and as groups do things, an 'enlightened person' might look at them and say, "Father, forgive them, they know not what they are doing!"



Let me explain: An act may reflect one's capacity to do something. By making the person express the capacity, in activities that you may easily observe and evaluate, you may be able to calibrate the training need: For instance, a person who claims to be a driver, may be taken for a test ride, and then be evaluated for his/her capacity to drive. Or, a software professional may be asked to write codes, that may be tested...



But, one's capacity to do something will not be the only deciding factor related to his/her performance. Next deeper level 'attitude' will pay a great role. This may not show up in your test drive! Hence you print on the back of your vehicle: "If you find this vehicle driven rashly, kindly call...."



It's not only that you cannot find the 'training need' for an attitudinal change, by a test...but, even an objective questionnaire may not help you find the attitudinal problem. It's when the driver takes to the wheels, and is alone, the attitude shows! "I feel like owning the vehicle... I feel like testing the vehicle for the highest speed... I feel free at last to do as I would love to: Go at great speeds...



His/her attitude may be dictated by his/her 'values' seated deeper (away form the easy reach of ) in the unconscious of the person...



I am an able programmer. But, I value cricket matches a lot and would like to keep informed about every score of the ongoing Test Match! I get distracted; and make errors...



This value again depends one's belief... which depends on one's idea about one's self: identity...



What I want to emphasis is that:


[list]People who do most harm, often get 'trained' to do harm... How do we ever find out the 'training need' of these people? Of course, it should be, and is possible to train them back to a more - what you and I may agree to be - a sane path.



Many 'apparently' non-harmful behaviour, too, are, in fact highly damaging: Prejudices we gathered from childhood, from social environment, are not easily identified or understood as harmful: Will you ever come up with men saying 'We are prejudiced against women? Please train us to acquire a different set of values'... In the larger society, in India, it may reflect in 'dowry murders' in city [Some three murders a day in a city like Delhi, or Bangalore... Do not company employees go through such 'difficulties' in life that affect their work? And, whoever came to get trained to meet a training need to get away from his 'desire' to get dowry? Yet, this desire for dowry is not one is born with: one got trained to behave this way by society... Can HR people train them away from this?] Does not this skewed value get reflected in organizations not able to create an environment where women could contribute to the process of wealth creation as much as men? Or, still, does not a society suffer for crushing the ambitions of 50% of their populations by a faulty belief about 'gender'? Certainly, women, when trained effectively, could be turned into great entrepreneurs! [You may kindly refer to my NLP Training Manual, authored for the International Labour Organization, and put on line by ILO at: arulraja.com

When a HR Specialist/Trainer/Department starts out to study training needs, do they believe that training could be imparted to achieve changes at the level of: attitudes, values, beliefs, identity or meaning/spirituality? I'm afraid, most are not aware that such training is possible; or, such training is effective. Some would even question the appropriateness of training to change the personal lives of others!



I, for one, believe that unless we tackle this last issue, our study of 'training need' itself will be aiming at the peripheral circles of the large target board, and not at the core/centre... and remain, superficial. That's why, perhaps, we settle for training in technical skills and training for 'soft' skills!



And, missing out the opportunity to transform trainees from the core, we end up producing employees who go with a grin, perfect in dress code, body language and all, irrespective of whether it hurts inside: Like the TV News Anchors who read out with a well-trained grin: 'And here is a flash... a plane went crashing, just before, landing... killing all the 314 on board... more details expected (with a grin expanding to a glee)...!'



Any 'objective' training need analysis should try to bare the underlying 'assumption' of the training agency/agent...



1. Do the training agency/agent believe it is possible to transform at levels 4, 5, 6, 7, and 8 mentioned above? [Those who doubt, may be sent to some 'extremist' camps where people are trained to blow themselves to pieces in a matter of days!]



2. Do the training agency/agent believe it is proper/appropriate to train at the levels 4-8 mentioned above? [If not, then, before doing a study of need analysis, the agency/agent may need to get better training on the meaning of these levels: Eg. Most people believe that BPOs jobs are killing as they have to do 'repeated' actions every day! I am afraid this belief is killing than the activity itself! For instance, I trained rural boys and girls in Tamil Nadu, with a new belief system that BPO jobs are exciting, and easy! You have to do just the same repeated jobs, as you do in the handloom where you work...or the agricultural fields where you worked, bent down the whole day, standing in mud, in hot sun, looking at weeds, plucking them, plucking them, plucking them... repeated actions! But, in BPO, you do repeated action in air-conditioned rooms, picked up to luxurious settings in cars... And, I have, now, four boys working in BPOs in Bangalore! Please refer to my training in beliefs: www.ieea.in When I ask them how they find the work in a BPO data entry company, they say, 'If one cannot work here, one can't work anywhere else!' They are proud to be working in a computer environment, having never touched a computer even as they have studied in their Tamil Medium only till their A level studies. They feel proud when they go to their villages, to be identified as 'employed in ITeS at Bangalore'! That's for a change in identity/belief...



3. Even when a training agency/agent thinks that they should not tinker with deeper levels of individuals as they are too personal, I would like to remind them, it is not possible to train only the periphary... it does affect/reflect their deeper reality! For instance, when a trainer sets out to teach people soft skills, it reflects the trainer's belief about what is important and what is not! In fact, my (and Indian) interaction with 'foreigners', make me believe that they appreciate me more when I am honest with my feelings than when I put on air! In fact, I find them more frank in expressing their surprise, awa, shock than we are when we meet them! In a recent Indian (arranged) wedding, the few American friends who attended were shocked/amused that the bride and groom would not look at each other and smile. Of course, a soft skills person would have done a better job of making them more appealing to the friends from the USA. What is important here is that the friends from the USA could ask us why? And, we told them, these two are strangers to each other! And, that is reality! Grinning, shaking hands, or even a kiss might be perfectly appropriate in a wedding ceremony in a church... And, may be trainers will see a need there! But how genuine a 'learnt' smile, kiss or hug will be, when the two are strangers, yet?



May be, we will also go beyond the trainees, and study the need for 'creating the environment' in Organizations for one to 'stretch one's heart and mind to limits' as Peter Senge would call for. And, help individuals propel themselves, from their inside, by a 'creative tension' between what they desire to become, and where they find themselves to be... [You may read or reread 'The Fifth Discipline' from the point of view of a narrative of 'training need analysis' for companies that want to thrive in the 21st century business environment! That may really give you very wide scope... and yet, lead you to a discovery that will be authentic to the Management Theory of Peter Senge]



Warm regards,

Arulraja.

(arulraja1@gmail.com)

www.arulraja.com
hello,
first up all Thanks for such a valuable reply.
I learn much from this.(wider thinking areas).& I m agree with you.
Sorry to say but this is not helpful for my project.
May be It is because I wrongly present my topic in front of u.
Now, I explain my topic :
I m doing my PGDBM project on Training Need analysis and Evaluation from one of the organization .
I want to include the scope of this topic in my Project report i.e to what extent i can collect information from the organization.
what should be my study area for the Project?
also provide me the Objective for the Project.....(So I can differantciate the objective and scope of topic)
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