Conducting an Effective Training Needs Analysis

Introduction

An effective Training Needs Analysis (TNA) will be able to identify training gaps or non-training issues. Some Organisations have wasted resources and training budgets on training programmes unnecessarily, without conducting a proper Training Needs Analysis (TNA).

By acquiring the knowledge and skills of TNA, organisations will be able to identify the actual training needs and evaluate its implementation effectiveness.

This workshop will equip participants with the essential skills and knowledge to conduct a proper Training Needs Analysis (TNA), put up a recommended Training Needs Analysis (TNA) report, propose a Training Plan and measure its implementation effectiveness

Objectives

Upon completion of this workshop, participants will be able to;

• Define clearly what a Training Needs Analysis (TNA) is and its purpose
• Conduct effectively a Proactive Training Needs Analysis (TNA) and Reactive Training Needs Analysis (TNA) in an organisation
• Isolate training issues and non-training issues arising from performance problems or from internal and external source of triggers
• Use appropriate needs assessment methods to collect data for analysis
• Write a recommended Training Needs Analysis (TNA) report based on the findings to suit the needs of the organisation
• Propose a Training Plan for implementation if necessary
• Decide appropriately to use either in-house trainers or external trainers for training plan implementation
• Evaluate the training effectiveness, after the implementation of Training Plan

Target Audience

HR Managers, HRD Managers, Line Managers, Supervisors or anyone who is required to assess the training needs and implement training programs for their organisation

Duration

Two days

Curriculum

• Understanding the Term KSA and TNA and its Relationship
  • KSA Concept
  • The purpose of conducting Training Needs Analysis (TNA)
  • Benefits of Training Needs Analysis (TNA)
  • Needs Assessment- Gap Analysis and expected results
  • Training Issues and Non-Training Issues
  • Group Discussion
• Sources of Triggering Factors for Training Needs Analysis (TNA)
  • Macro and Macro Needs
  • Case Study
• Three Levels of Needs Analysis Assessment
  • Results of Need Assessment Process
• Issues at the Macro and Micro Level
• Who Should Participate
• Methods of Data Collections
  • Advantages and Disadvantages of Each Methods
  • Group Discussion
• Challenges Facing the Data Collection
  • Group Discussion
• Recommended Data Sources for Locating Gaps in Performance
  • Organisation Analysis
  • What Do You Ask and of Who
  • Group Discussion
  • Scenario
• Task Analysis
  • Steps to Conduct
  • Who Conducts
  • Recommended Data Source for Task Analysis
  • Examples of Tasks and  KSA’S
  • Group Discussion
• Person Analysis
  • Data Sources for Person Analysis
  • Person Analysis Survey
  • Capability Assessment
  • Case Study
  • Group Discussion
• Determining is Training the Best Solution to Performance Problem
  • Performance Analysis
  • Performance Deficiency
• Output of Training Needs Analysis (TNA) Exercise With A Non-Training Needs
• Proactive and Reactive Training Needs Analysis (TNA)
  • Rapid Needs Assessment
  • Group Discussion
• TNA Report Format and Recommendation
  • Communicating Results
• Review ADDIE Model
• Proposed Training Plan
  • Advantage of Using Training Plan Approach
  • Group Discussion
• Selecting In-House Trainers versus External Trainers
  • Training Implementation
• Measuring Training Effectiveness using an Evaluation Model
  • Kirkpatrick’s model

Methodologies

Interactive session using adult learning principles, case studies, group discussions, presentations and scenarios

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Email : seminarcenterindonesia@gmail.com / indotciproconsultant@gmail.com

Web: jadwalinformasitraining.com

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