How Do I Start a Training Needs Analysis for Our Small NGO Staff?

I work in a small NGO, and I want to conduct a Training Needs Analysis for our staff. Please explain how to start.

Thanks

You may start by designing a questionnaire or interview guide (structured or unstructured). You can also use focus group discussions to gather information (i.e., after processing the collected data) about any existing gaps.

Hi,

Identification of training needs is possible in several ways, whatever it may be in the company. Here are the methods which include:

1) Through giving a special form for identification of the training needs to the concerned HOD
2) Through performance appraisal
3) Through competency mapping
4) Through skill matrix

Please let me know if you need further assistance.

Training Needs Analysis:

Identify the knowledge levels and skill set requirements of various jobs - Profiling of jobs. Identify the gaps - required level minus existing levels in the existing personnel. Determine the requirements in terms of knowledge and skill set levels. Design, develop, and deliver the training program. Most importantly, evaluate at the end of training if the objective of the training, the gap intended to be minimized, was achieved.

Good training should have brought about desired changes in the attitude of personnel towards their jobs, making their performance more efficient, effective, and result-oriented.

Feedback is welcome.

Cheers, friends.

R N Iyer, Teacher and Trainer

Dear Janet,

Training is carried out to enhance the knowledge and skills, and management development programs are focused on the attitudes of employees.

To develop the knowledge and skills, the first step is to draw up a comprehensive skill matrix for the respective departments/functions. The skill matrix includes all the necessary skills for that particular department/function and plots the skills possessed by every individual working throughout the organization. In short, this gives you the skill sets possessed by each employee in the organization.

Once you complete this, you will observe gaps. Against some skills, you will find that there are only a few people. If those skills are critical to the functioning of the department/function, you can discuss with the respective department head and identify potential employees who can be trained to acquire that skill/knowledge.

To train the people in the respective skills, you need to develop course material and identify faculty to conduct the program.

For attitude, the performance appraisal system as assessed by the respective individual along with the department head will give you the training need. Based on this, you can develop management development programs and go about imparting training.

Once this is done, you can frame a training calendar, fix up schedules, and communicate to the respective department heads and individuals.

M.V. Kannan

Sir,

First, you should ask respective employees to provide their requirements in writing. Then, ask their team leaders or next higher authority to verify whether these requirements are necessary for them. This method will help you quickly identify their needs.

Alternatively, you can also assess their performance through a proper system of analysis. This will shed light on their training needs.

Thanks & Regards,

K. Baskaran
Cell: 9710928701
Training Coordinator
ACE Academy Private Limited
Chennai

Hi,

The major objective of identifying training needs is to trace the gaps in employees. Once we identify these gaps, we can easily fulfill them by providing pertinent training programs. We use several methods based on their designation and responsibilities. For example, we identify the needs of technical personnel using a skill matrix, a method specially designed for addressing the needs of technical roles. Similarly, we identify the needs of senior positions through competencies mapping, which outlines the required competencies for optimal performance, including behavioral, skills, orientation, conceptual, etc. Performance appraisal is utilized to evaluate an individual's past performance, determining if they reached their targets and how their performance is progressing. Lastly, we send questionnaires to department heads to identify the required areas.

Raju M.
OD Consultant
Cell: 8106689549
A.P

The method to be adopted for Training Needs Analysis (TNA) depends on various factors such as the size of the organization, the structure of the organization (whether it is situated at one place or spread over a large geographic area), the nature of business, number of employees, etc.

Members have already mentioned almost all the methods adopted. But the choice depends on the above factors as well as at what stage or level you want to impart training. For instance, if you have to give induction training, the method to be adopted is different. If you want to provide refresher training, the method will be something else. On the other hand, if you want to impart training to meet specific needs, such as implementing a new program or filling competency gaps, the method to be adopted will be different.

If you provide the details, it would be convenient to offer suggestions.

There is a ton of information here on CiteHR already about training and training needs analysis. Use the Download Search Box at the top of the page. Search FIRST. Ask SECOND.

I have attached a PowerPoint presentation about the needs assessment. I hope you will find it useful.

Thank you,

Regards,
Yasar

Understanding Competency and KRA Matrix

Competency encompasses the KRA matrix, which addresses Knowledge, Skill, and Attitude. Please work on these three parameters to arrive at the TNA. The Attitude component deals with the soft qualities of the individual, specifically their psychological personality.

Thanks,
Prof. Jayaseelan

Training Needs Analysis: A Four-Part Approach

Training needs analysis becomes easier when it's divided into four different parts:

1. Investigation
2. Design Stage
3. Implementation Stage
4. Evaluation Stage

The investigation stage requires a lot of analysis to determine the exact reason why training is required. It can be identified by finding a gap between the knowledge and skills required for performing a job and the way in which a job is actually performed. Another technique is through performance appraisal, competency mapping, one-on-one discussions with employees, focus groups, and supervisory inspections at regular intervals.

After the investigation stage, a proper blueprint needs to be drafted, which clarifies the tools of training that will be used, such as classroom training, on-the-job training, and workshop training. This all depends on the purpose for which training is carried out.

Once the design stage is over, the next thing that needs consideration is implementation. At this stage, one or two of the above tools can be actually put to use, satisfying the requirements of the training program.

Last but not least is evaluation, which holds great importance to determine whether the training objectives have been achieved. This can be in the form of feedback forms, acquiring feedback personally from the trainees, suggestion boxes, etc.

These are all the four stages of training that require proper attention to achieve the desired goals and ensure job satisfaction from the viewpoint of an employee.

Regards,
Sachin POTDAR
[Phone Number Removed For Privacy Reasons]