Dear Neha,
Thgough not easy as pointed out by others it can be done with some serious work. The training need analysis (TNA)should be done at three levels – the organization, job and the person.
Although the need analysis will usually consist of three distinct investigation these should be interrelated so that they build on each other to produce a complete training need statement.
•Analysis at the organisational level is used to determine where training can and should be used. The focus is the total enterprise and the analysis will look at things like the organizational objectives, the pool of skills presently available, indices of effectiveness and the organisational climate. The starting point for a TNA here has to be the corporate plan. This must be bound in the general strategic statement; couched in the precise business objectives; or in broad policy guidelines.
•Analysis at the job level involves collecting data about a particular job or group of jobs. This analysis determines what standards are required and what knowledge, skills and attitudes are required in order to achieve these standards. Here the job or the relevant parts of the jobs are clearly defined in terms of the competencies required to carry them out. These competencies can be expressed in terms of knowledge, skills and attitudes. Job analysis is the means through which all this is done.
•The focus of person analysis is how well a particular employee is carrying out the various tasks, which are necessary for successful performance. Training Programme is designed for each individual to close the gap between present and desired levels of performance. Performance apparisal reports, Managers and employee feedback are sources of training need of the person.
Regards,
Faizal