Training Needs Analysis 1 What is individual needs

Training Needs Analysis • 1. What is individual needs assessment for training? • 2. How the whole process works. • 3. The involvement of training. • 4. The benefits of training.

Needs Assessment Includes? • Definition

Types of Assessment • Needs assessment includes: -Educational skills -Organizational needs -Identifying gaps

Assessment Has Two Phases • Employee Assessment: • Environment Assessment:

Individual Needs Assessment • Slowing down your work process or need extra skills in a certain area of work? • Example: get the correct skills training. • Example: need more experience in a certain skills area such as math skills or computer skills?

Internal Assessment • Internal assessment can be very important to a company. – Employees. – Managers.

Needs Assessment • Needs assessment can be seen from the inside of the company or it can be seen through external sources.

Needs Assessment • Companies often attack productivity problems with more training. • “Needs assessment services can range from a two-day observation-based model to a comprehensive data-driven approach with skills testing. ” • Example: Merex

Partnership Building • Conducting needs assessments: • The needs assessments used in companies which help make their partnerships more productive and also more agreeable.

Training Needs Assessment • “A training needs assessment provides vital information about the real needs of the organization. This pre-training tool helps a company to strategically identify specific areas needing attention (training and non-training). The assessment results help target training more cost-effectively. ”

Types of Training • Formal training • Example: • On-the-job (OJT) training • Example:

Strategic Training • Program AIM: • Nature of assistance:

Making a Strategic Investment in Training: • Training Issues: • What happened when the United States Office of personal management, Office of workforce relations performs test on training. • Results:

Training Design and Development Services— • The myth for good training: • Example: • Effective training: • Example:

NSW Vocational Education and Training Strategic Plan 1998 -2000 • The NSW Vocational Education and Training Strategic Plan 1998 -2000 is:

Employee Benefits • Many employees get benefit out of performing training. • Employees get more job knowledge and realize they have choices in their futures.

Organizational Benefits • Know what their training needs are. • Why provide a kind of training. • Develop and new knowledge.

Additional Organizational Benefits • “Knowing what training is being planned and why. ” • “Justifying costs in relation to training benefits. ”

Benefits: • Eliminate chaos from your training efforts • Set the direction and tone of your training effort • Align training with your business goals and objectives • Bring reason, cohesiveness and clarity to your training effort • Monitor the progress of your organization in achieving its training goals

Summary • “The bottom line of needs assessment is to determine organizational needs, employee needs, and organizational resources to provide needed training. ”

Summary • Needs Assessments. – Employee Assessments. – Environmental Assessments. – Training Assessments.

Summary • Benefits from individual needs assessment for training.

Bibliography • Enhanced Training. <http: //www. enhancedtraining. com/establishtraining. html>. • Department of State and Regional Development. 22 Dec. 2000. Business Information- Guide to Programs and Services. <http: //home. vicnet. au/~entimp/nies/Strat. Train. html>.

Bibliography • Foster, Thomas. Managing Quality: An Integrative Approach. New Jersey: Prentice Hall, 2001. • Plishker, Gordon. A Guide to Promising Practices in Educational Partnerships. 1996. <http: //www. ed. gov/pubs/Prom. Pract/pro m 5. html>.

Bibliography • Merex Corporation. 27 July 1997. Merex Corporation. <http: //www. merexcorp. com/index. htm>. • ES&H Employee Training Assessment. 3 May 2000. ES&H Employee Training Assessment. <http: //www. slac. stanford. edu/esh/trainin g. html>.

Bibliography • United states office of personal management, office of workforce relations. July 2000. A Guide to Strategically Planning Training and Measuring Results. <http: //www. opm. gov/hrd/lead/spguide. pdf>.