Effective Training Needs Analysis(ppt 49页).ppt

1、HR Forum 2002 Effective Training Needs Analysis Day 1, Aug 23, 2002,Mary Li Human Resources Director Shanghai Centre,Convenience.Comfort.Care.Only SHANGHAI CENTRE,Effective,Training,Needs,Analysis,Effective? Definition Benefits Two Approaches Level of Needs Methods,Effective Training Needs Analysis,

2、Effective Training Needs Analysis,Definition: An analysis to effectively identify training needs of employees so that training but also those of the future,For the employees: It enables employees to improve their performance in their job and thus improve the performance of the organization Achieve p

3、romotion and follow a chosen career path Acquire professional or further education qualifications Improve the quality of their work and reduce waste and errors Achieve job satisfaction,The importance of a Planned the priorities still need to be defined. Ask the question: “Which need will make the gr

4、eatest contribution to the organization?” And we should be able to distinguish that not all needs are training needs, and sometimes the under performance of a department can be caused by the organization structure or methods of work. Consequences of wrongly identified needs: - waste of money, time e

5、ach one has benefits and drawbacks. Methods and approach should be applied depending on situations and ultimate objectives.,Training Needs Analysis Performance Review or Appraisal,If your organization conducts performance reviews or an appraisal scheme, then the appraisal is compared with the job sp

6、ecification to find out what is missing, i.e. identifying the gap between what should be done or what could be improved in job performance. Alternatively, the performance review or appraisal scheme may already do this, by comparing job performance against specific performance criteria or objectives

7、and may include a section on training therefore the observation has to be done over a period of days. The observer must have prior knowledge of the operation and be as objective as possible. Time consuming. It can be seen as disruptive by the individual being observed.,Training Needs Analysis Review

8、 of Organization/Business Plans,A review of the organizations plans for the future gives valuable and necessary information in identifying the corporate training & development needs. It is this information that will enable the priority of training & development to be established.,Training Needs Anal

9、ysis Review of Organization/Business Plans,The Benefits: The training & development plans of the organization will meet future as well as current needs. The cost is minimal.,The Drawbacks: The needs are corporate and do not relate to specific individuals. The plans do not identify specific problem a

10、reas nor assess the quality and quantity of the employees to meet current needs, and if they do it will be a broad brush approach.,Training Needs Analysis Desk Research,This can incorporate the Human Resources Audit and the review of the business or organization plans. Desk Research is a review and

11、analysis of external factors as well as internal, for example, assessing the level of graduates and new trainees into the organization will identify training & development programs to meet their needs. Information on formal external courses and courses leading to qualifications. It can be a review o

12、f the current training & development programs currently undertaken by the organization to see if they are still relevant to meeting the current and future needs. Desk research should not be the only method used by a line manager or trainer in the identification of training needs.,Training Needs Anal

13、ysis Desk Research,The Benefits: Keeping up to date with outside influences and developments. Cost effective and simple to do.,The Drawbacks: It does not identify individual needs and is limited in its application. It is an isolated way of identifying training needs removed from the people whose com

14、mitment and involvement is needed for the training to be successful.,Training Needs Analysis Group Discussion,A no. of individuals within the organization are gathered to discuss specific issues. The individuals may be a team within a department or a no. of managers at the same level. The purpose of

15、 the discussion needs to be clearly defined, i.e. to identify areas of concern or difficulty and areas of strength as a group and possible actions to resolve these areas of concern and build on strengths. The group may meet several times with the assistance of a facilitator to guide and direct. The

16、facilitator may be a member of the group who has received specific facilitation training for this purpose.,Training Needs Analysis Group Discussion,The Benefits: Commitment from the participants. Builds team work and recognition of others strengths and weaknesses as well as ones own. It identifies n

17、eeds that, if met, can have an immediate impact on the success of the organization. Cost effective. Identifies needs of individuals and group training & development needs.,The Drawbacks: The groups may talk but may not resolve issues without some form of feedback from senior managers. The group may

18、become isolated. The skill of the facilitator to form, guide and stop the group once the tasks have been accomplished is crucial.,Training Needs Analysis Job Analysis & Evaluation,This is an indirect method of identifying training & development needs. A new or existing job is analyzed to produce a j

19、ob description which is then evaluated. It is then analyzed to produce a person specification. The gap between the job description and the knowledge and skills of the current job incumbent or new employee is assessed and an individual training & development program is formed.,Training Needs Analysis

20、 Job Analysis & Evaluation,The Benefits: Meets the needs of the individual and the specific job.,The Drawbacks: Identifies individual needs only, rather than corporate needs. The job description may quickly be out of date. The training is reactive to the needs of the individual and is job specific.,

21、Effective Training Needs Analysis,The methods introduced are all ways in which training needs can be identified. Their suitability will depend upon a no. of factors: The culture and size of the organization The human resources available and the expertise they can bring to the implementation of such

22、methods. The level of training needs you wish to identify, i.e. Is it a corporate need or for a department or individual? The amount of time and money available. It is recommended that a combination of the methods is used, choosing suitable methods according to the level of need whether corporate, departmental, group of employees or an individual employee.,Effective Training Needs Analysis To Summarize,Determine: Level of Needs corporate, department, team, individual or specialist group Two Approaches all the organization or