Comprehensive Guide to Training Needs Analysis (TNA) and Psychometric Tests in Training & Developmen

Hi all,

I am working in a KPO and taking care of training and development. Can anybody provide me with the psychometric test question papers for Training Need Analysis?

Thanks in advance.

Dear Nipuna,

There is a post on this site related to Training Needs Analysis today itself. You can click the following link to read that:

https://www.citehr.com/125103-traini...-analysis.html

Secondly, for TNA, you do not require a psychometric questionnaire. 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 organization like acquiring certification for ISO, Six Sigma, etc.
f) Career Planning and Succession Planning.

To do everything above will require a couple of years. "Psychometric Tests are training tools. Please do not confuse the tools with the need to use that tool."

Thanks,

Dinesh Divekar

Hi Diwakar,

Thank you for your solution. This will definitely help me a lot with TNA. Now, I have also understood the purpose of the Psychometric test. As you mentioned, the Psychometric test is a training tool. Could you please explain how and where we can utilize this tool in training?

I am also curious about the next steps after conducting the TNA. Can you provide me with a detailed outline of the steps to follow for training in any organization?

Moreover, I am interested in understanding how to conduct training assessments in the short term, medium term, and long term. What should be the frequency of these assessments, and what actions do I need to take for each of these time frames?

Thank you.

Dear Nipuna,

There are several ways of mapping TNA of employees:

1) You can assess TNA of an employee through competency mapping and then evaluate the employee's score against the set competencies.

2) KRA: KRA would help you assess the TNA of employees.

3) Feedback from immediate supervisors and managers would also help you evaluate the TNA of the employees.

4) One-on-one interaction with the employee will also help you find out the kind of training he requires.

We are an HR Outsourcing Company providing end-to-end solutions in HR. We have conducted various TNAs and Training Coordination management for our clients. You can touch base with me for further assistance.

Abdul Latif
Manager - BDM
Careercruise HR Pvt. Ltd
Cell: 093200-65359
abdul.latif(at)careercruise.com

Dear Mr. Dinesh,

Can you provide me with TNA toolkits and advisory notes for study material? I completed the course but have forgotten some details, and I would like to refresh my memory. Unfortunately, I do not have the necessary tools and materials.

Thank you,
Sachin
CCDU, PHED Raipur
9827974078

In addition to this, you may develop a competency dictionary for your organization and conduct a GAP analysis. The outcome of your PMS will serve as training needs to match the desired levels. The identification of needs should be done in a structured manner with end-to-end documentation for future reference points. Recruitment should be based on competency or KSA ratings, and needs can also be identified to support onboarding. Based on all of these, prepare a calendar for training and then assess the "ROI" for the training.

Thanks & Regards,

Gaurav Vyas

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