Lesson11TrainingNeedAssessment

Lesson11TrainingNeedAssessment - LESSON 11 TRAINING NEED...

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LESSON 11 TRAINING NEED ASSESSMENT Dear Friends Now you know the systematic approach to training and training process. In this lesson you are going to be exposed to the first step of training process ie TRAINING NEED IDENTIFICATION The right identification of training needs is the most significant and crucial job for a manager. As a Manager you must also know what are various methods to training need identification, which is explained in this lesson.
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A Needs Assessment is a systematic exploration of the way things are and the way they should be. These "things" are usually associated with organizational and/or individual performance . WHY design and conduct a Needs Assessment? We need to consider the benefits of any Human Resource Development (HRD) intervention before we just go and do it: What learning will be accomplished? What changes in behavior and performance are expected? Will we get them? What are the expected economic costs and benefits of any projected solutions? We are often in too much of a hurry. We implement a solution, sometimes but not always the correct intervention. But we plan, very carefully and cautiously, before making most other investments in process changes and in capital and operating expenditures. We need to do the same for Human Resource Development. The largest expense for HRD programs, by far, is attributable to the time spent by the participants in training programs, career development, and/or organization development activities. In training, costs due to lost production and travel time can be as much as 90- 95% of the total program costs. Direct and indirect costs for the delivery of training are about 6% of the total cost, and design and development count for only about 1-2% of the total (2). Realistically, it makes sense to invest in an assessment of needs to make sure we are making wise investments in training and other possible interventions . Training needs are identified on the basis of organisational analysis, job al1alysis and man analysis. Training programme, training methods an~ course content are to be planned on the basis of training needs. Training needs are tho.se aspects necessary to perform the job in an organisation in which employee is lacking attitude/aptitude, knowledge, skill. Training needs = Job and Organizational requirement – Employee specifications Training needs can be identified through identifying the organisational needs based on: (i)Organisational Analysis: This includes analysis of objectives, resource utilisation, environments canning and organisati0nal climate: Organisational strengths and weaknesses in different areas like accidents, excessive scrap, frequent breakage of machinery, excessive labour turn-over, market share, and other marketing areas, quality and quantity of the output, production schedule, raw materials and other production areas, personnel, finance, etc.
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Lesson11TrainingNeedAssessment - LESSON 11 TRAINING NEED...

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