Dear all,
I'm Priyanka from Chennai, currently pursuing my Masters in Human Resources. I am working on a project focusing on Training Needs Analysis. I kindly request your assistance in creating a questionnaire to identify training needs within an organization. Your help in this matter would be greatly appreciated.
Thank you.
From India, Bangalore
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I'm Priyanka from Chennai, currently pursuing my Masters in Human Resources. I am working on a project focusing on Training Needs Analysis. I kindly request your assistance in creating a questionnaire to identify training needs within an organization. Your help in this matter would be greatly appreciated.
Thank you.
From India, Bangalore
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Dear Priyanka,
You need to list out the skill set that a person should have to work in a particular designation and set the minimum level of performance. After that, you should conduct various types of tests to determine the present/existing level of performance. The gap between these two levels will indicate the training needs. Subsequently, you can prioritize and decide which topics should be addressed first.
Thank you,
Shekhar Deobhankar
From India, Nagpur
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You need to list out the skill set that a person should have to work in a particular designation and set the minimum level of performance. After that, you should conduct various types of tests to determine the present/existing level of performance. The gap between these two levels will indicate the training needs. Subsequently, you can prioritize and decide which topics should be addressed first.
Thank you,
Shekhar Deobhankar
From India, Nagpur
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Hi,
Are you conducting a Training Needs Analysis (TNA) for a specific organization? The starting point for any TNA is gathering data on the competencies required. The second stage involves identifying the gaps, followed by the third stage of analyzing the need. While it may seem easy to provide these suggestions, I also understand the challenges you may encounter in gathering data. If you require assistance, feel free to reach out to me as you are in Chennai.
Best wishes,
Siva
From India, Chennai
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379Are you conducting a Training Needs Analysis (TNA) for a specific organization? The starting point for any TNA is gathering data on the competencies required. The second stage involves identifying the gaps, followed by the third stage of analyzing the need. While it may seem easy to provide these suggestions, I also understand the challenges you may encounter in gathering data. If you require assistance, feel free to reach out to me as you are in Chennai.
Best wishes,
Siva
From India, Chennai
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Dear pryanka, For your convenience, i am attaching a questionaire. Before going in to this must read a article. Here is the link.... Regards, Hassan
From Pakistan, Islamabad
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From Pakistan, Islamabad
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Mr. Hassan, thank you so much for the information; it is beneficial for me. However, I would be really grateful if you could help in finding a questionnaire with close-ended questions.
Regards,
Pryanka
From India, Bangalore
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Regards,
Pryanka
From India, Bangalore
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Hi Pranka,
Firstly, you need to identify the weak areas of the employee. Analyze whether the weakness lies in practical skills or technical knowledge. Some employees may struggle in both technical and practical aspects. If the individual lacks technical proficiency, provide training in the specific subject with interactive sessions. For those lacking practical skills, present various case studies to enhance their application abilities. This approach is an effective way to develop the employee's competencies. Remember, our HR policy values employees as assets to the company, so termination should not be the initial solution. Give this method a try.
Regards,
Palani.RV
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Firstly, you need to identify the weak areas of the employee. Analyze whether the weakness lies in practical skills or technical knowledge. Some employees may struggle in both technical and practical aspects. If the individual lacks technical proficiency, provide training in the specific subject with interactive sessions. For those lacking practical skills, present various case studies to enhance their application abilities. This approach is an effective way to develop the employee's competencies. Remember, our HR policy values employees as assets to the company, so termination should not be the initial solution. Give this method a try.
Regards,
Palani.RV
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Dear Mr. Hassan,
Thank you very much for your feedback.
Would it be possible to use closed-ended questions in my questionnaire for the statistical analysis of the data regarding training needs analysis that I will be collecting from the employees?
Regards,
Priyanka
From India, Bangalore
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Thank you very much for your feedback.
Would it be possible to use closed-ended questions in my questionnaire for the statistical analysis of the data regarding training needs analysis that I will be collecting from the employees?
Regards,
Priyanka
From India, Bangalore
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Dear Pryanka, You can use close ended questions in your questionnaire. Statistical analysis are very vital for TNA. Regards, HASSAN
From Pakistan, Islamabad
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From Pakistan, Islamabad
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Training Needs Analysis Questionnaire.d oc