I am working on a department-wide learning needs analysis. Our focus is on the staff and assessing their professional and technical skills to identify the gaps in our training curriculum. The department is comprised of many different teams, all of which do very different things on the technical side. Can anyone provide potential surveys, questionnaires, or other assessment methods for reaching such a diverse department in areas of professional (working in teams, communication, etc.) and technical (Microsoft, Outlook, etc.) development?
Thank you!
From United States, New York
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Thank you!
From United States, New York
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Dear friend,
What is the nature of your industry? What is your product or service? Are you from the training department or an external consultant? How was the Training Needs Analysis (TNA) done previously? It would have been helpful if you could provide basic information.
Earlier, I have provided a comprehensive reply on the subject. You may click the following link to refer to it: https://www.citehr.com/582280-traini...ml#post2351583
Thanks,
Dinesh Divekar
From India, Bangalore
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8072What is the nature of your industry? What is your product or service? Are you from the training department or an external consultant? How was the Training Needs Analysis (TNA) done previously? It would have been helpful if you could provide basic information.
Earlier, I have provided a comprehensive reply on the subject. You may click the following link to refer to it: https://www.citehr.com/582280-traini...ml#post2351583
Thanks,
Dinesh Divekar
From India, Bangalore
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We are a department within a bank, with staff ranging from administrators to bank examiners to analysts. I am part of a team within the department focused on employee engagement and continuous learning. Through my research, I've found hundreds of resources on "how to conduct a needs analysis," and I'm familiar with the process. However, I am looking for more specific resources, such as questionnaires and interview questions, to use as examples in our initial proposal for assessing both professional and technical skills.
From United States, New York
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From United States, New York
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The Importance of Measuring Training Effectiveness
Employee training is just a medium and not the end. The end should be a positive change at the organizational level. This is what I have written several times on this forum. The route that you have adopted is like entering into a cul-de-sac. With this method, hardly anyone could measure the training effectiveness. I have spent more than a decade in training, and I have observed that because of faulty TNA, Training Managers (TM) are unable to measure the training effectiveness.
If you are working in one of the departments of the bank, then you may identify the various costs or ratios associated with your department. Focus your training efforts to reduce the cost or increase/decrease some ratio. If you focus on people, you may face the risk of an inability to measure the training effectiveness. The choice is yours as to which route to adopt.
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee training is just a medium and not the end. The end should be a positive change at the organizational level. This is what I have written several times on this forum. The route that you have adopted is like entering into a cul-de-sac. With this method, hardly anyone could measure the training effectiveness. I have spent more than a decade in training, and I have observed that because of faulty TNA, Training Managers (TM) are unable to measure the training effectiveness.
If you are working in one of the departments of the bank, then you may identify the various costs or ratios associated with your department. Focus your training efforts to reduce the cost or increase/decrease some ratio. If you focus on people, you may face the risk of an inability to measure the training effectiveness. The choice is yours as to which route to adopt.
Thanks,
Dinesh Divekar
From India, Bangalore
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Training Assessment Worksheet.doc