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  • Group 3 - Conducting Training Needs Analysis

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    Hassaan Bin Khalid
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    The document discusses conducting a training needs analysis, including analyzing both strategic long-term training needs related to business goals as well as current training needs. Strategic analysis focuses on identifying future training needs for new jobs and positions, while current analysis examines training to improve performance of new or current employees. Managers use task and performance analysis to determine specific training needs.

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    4. Group 3 - Conducting Training Needs Analysis

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    The document discusses conducting a training needs analysis, including analyzing both strategic long-term training needs related to business goals as well as current training needs. Strategic analysis focuses on identifying future training needs for new jobs and positions, while current analysis examines training to improve performance of new or current employees. Managers use task and performance analysis to determine specific training needs.

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    112 views1 page

    Group 3 - Conducting Training Needs Analysis

    Uploaded by

    Hassaan Bin Khalid
    The document discusses conducting a training needs analysis, including analyzing both strategic long-term training needs related to business goals as well as current training needs. Strategic analysis focuses on identifying future training needs for new jobs and positions, while current analysis examines training to improve performance of new or current employees. Managers use task and performance analysis to determine specific training needs.

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    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.

    CURRENT TRAINING NEEDS ANALYSIS As important as strategic training is,


    most training efforts aim to improve current performance specifically training new
    employees, and those whose performance is deficient.

    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.

    TABLE 8-1 Sample of Task Analysis Record Form in Dessler’s Chapter 8

    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.

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