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Group 3 - Conducting Training Needs Analysis
Group 3 - Conducting Training Needs Analysis
Introduction
The training needs analysis should address the employer’s strategic/longer term training
needs and/or its current training needs. If the program is to use technology, the manager
should also include a review of the technology he or she plans to use for presenting the
program, as part of the analysis.
STRATEGIC TRAINING NEEDS ANALYSIS
Strategic goals (perhaps to enter new lines of business or to expand abroad) usually mean the
firm will have to fill new jobs.
Strategic training needs analysis focuses on identifying the training that employees will
need to fill these new future jobs.
For example, when Wisconsin-based Signicast Corp. decided to build a new, high-tech plant,
the firms top management knew the plants’ employees would need new skills to run the
computerized machines. They worked closely with their HR team to formulate hiring policies and
training programs to ensure the firm would have the human resources required to populate the
new plant.
Strategic training needs analysis is tied to succession planning. The latter means identifying the
training and development that employees need to fill the firm’s key positions, and then
formulating plans to ensure that high-potential employees get the training and development to
fill the firm’s future positions.
How you analyze current training needs depends on whether you re training new
or current employees. The main task in analyzing new employees' needs is to determine
what the job entails and to break it down into subtasks, each of which you then
teach to the new employee.
Analyzing current employees’ training needs is more complex, because you must
also decide whether training is the solution. For example, performance may be down
because the standards aren’t clear or because the person isn’t motivated. Managers use
task analysis (e.g. Table 8-1) to identify new employees training needs, and performance
analysis to identify current employees training needs.
Group 3 Presentation
Q: Choose a task with which you are familiar with and conduct a ‘Training needs Analysis (TNA)’ for it
by making a ‘Task Analysis Record Form’. Using this form to identify the required training needs.