How Do You Conduct a Training Needs Analysis for Bank Staff? Seeking Your Steps and Insights

Good day everyone! I am the HR representative and have been tasked with conducting a training needs analysis for our staff within the banking institution. I kindly request your assistance in providing the steps involved in performing a training needs analysis. Thank you.

There are several posts on this site related to Training Needs Analysis. You may click the following link to read one of those:

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

Key Areas to Focus on for Training Needs Analysis

Secondly, for TNA, you may 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.
g) Inventory Carrying Cost of raw material and also of finished goods (if you are in the manufacturing sector).

In addition to this, earlier I had given a comprehensive reply on Training and Development. If you do the TNA in isolation, you may not be able to measure the effectiveness of training. The seeds of measurement of training effectiveness are sowed in TNA itself. To know how to do that, you may click the following link:

https://www.citehr.com/523786-traini...-523786-a.html

Thanks,

Dinesh Divekar

Hi,

To add to our Senior Contributor, we have three parts of TNA (diagnosis):
1. Strategic (organisational) analysis
2. Task Analysis
3. Individual Analysis

Data/information required will be available or can be easily obtained for 2 and 3. However, for 1, especially concerning "the strategic intent" of your organization, it may not be very visible or readily available. This is where people tend to make errors in the early stages of their training careers. It would be beneficial to have a flexible calendar to account for this.

Happy learning,
Jo Srinivasan