Dinesh Divekar
Business Mentor, Consultant And Trainer
Les2allan
Managing Director
Sanchita.ghosh
Training Professional
Pattabi_chind
Hr Manager
Vandana3009
Insurance Training
Harold
Training Coordinator

Thread Started by #harold

Hi,
I have taken on a new role as a training coordinator with an organization who has never done any training for any of their staff. they have a fully operational HR Dept but no training & development dept. how do i go about with setting up a training plan and how do i go about identifying their training needs. I believe we would need to do a TNA. but my problem is that i've never done a TNA before and I believe the HR know absolutely nothing about TNA.
Harold
9th March 2008 From United Arab Emirates, Dubai
Dear Harold,
I am Bangalore-based freelance soft skill and behavioural trainer. I handle training across the spectrum of industries. My contact details are as below:
E-mail: - ,
+ 91
To make you aware of my training activities, I have attached my training e-Brochure. It will give you information about my training methodology and the list of the programmes that I conduct.
I will do Training Needs Analysis (TNA), customise the training programme as per your company needs and deliver it also. Later, I will measure the change in the behaviour of the employees through post-training questionnaire/survey.
Warm regards,
Dinesh V Divekar
9th March 2008 From India, Bangalore
Hi,
You could get down to a quick TNA in the following manner:
1. If the company has a performance evaluation/ appraisal / review mechanism for its employees, you could dig out the feedback on training requirements, compile the same and indentify problem areas (This is Supervisor and peer feedback)
2. You could follow a bottom-up approach - make and float a simple questionnaire for all employees on their own training requirements and condense their feedback into training needs (This is one's own feedback)
3. You could adopt a top down approach of understanding departmental requirements by organising one-to-one sessions or group discussions with each department on training gaps.
Hope this helps,
Sanchita
10th March 2008
Hi Harold,

If the number of staff is small you can individually meet each person to know about their requirement of technical training and soft skill training to perform the job assigned to them. This would also help you to make your personal assessment about the training needs of the staff.

You can then, take a separate assessment from their manager / HOD about the individual's requirements.

This should be then analysed by you vis a vis the individual's job description.

You would then arrive at a list of training needs for each individual in the company.

Make a study of the institutes offereing trainings required or if you have an in-house facility, design the courses based on the requirement. Spread the programs through the year so that each individual gets to be trained at least once in 3 months. You can also decide the number of hours of training that an individual must undergo in a year - for example, a total of 40 hours.

I am sure this would help to begin with.

Vandana
10th March 2008
Hello Harold. Congratulations on your new role. Building on the suggestions of others, you can also get some information on the various methods of conducting a
training needs analysis on my web page at http://www.businessperform.com/html/..._analysis.html
Les Allan
Business Performance P/L - Training Tools and Templates
http://www.businessperform.com
11th March 2008 From Australia, Glen Waverley
Dear Harold,

Just to supplement what our members said, you may consider the following,

1. Employees training requirements can stem from the role that they perform and their career aspirations. In some cases it can be classified as Technical(related to job) and non-technical(personality development) also. Incorporate all the above points while you do this exercise.

2. You may consider meeting the head of the company(if the no of employees are smaller) or various business heads(if you have more than 2 or 3 individual business heads). They should be able to give you clarity in terms of their training requirements. These trainings can be done through internal sources(on the job Training) or in some cases externally too.

3. Also capture the employee's career aspirations and try linking it to the roles available within the company. This is an important step since the Training cost incurred here should be an investment to the company. Also this particular training requirement based on the employee's aspirations will be one of the best motivators for the employees.

4. Based on the above 2, you can finalize the training plan as per your company's budget norms and resources available.

The above is only a gist of what you can do. Sky is the limit if you want to have more details incorporated. All the very best.

Pattabi.

Manager - HR.
11th March 2008
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