Topic 4 - Assessing and designing training HRD needs 2.pptx

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1. TOPIC 4: Assessing and d esigning training/HRD needs

2. Assessing HRD needs/training needs assessment or HRD needs assessment is a process by which an organisation’s HRD needs are identified and articulated. Training needs assessment is the HRD’s and training processes’ starting point. With the help of HIRD needs assessment, HRD professionals learn where and what kinds of programmes or interventions are needed, who needs to be included in them, and whether there are currently roadblocks to their effectiveness. Thus, needs assessment is essential for an effective Human Resource Development (HRD). Definition of HRD Needs Assessment by: According to Kaufman et al., “Need assessment can be defined as a process for identifying and prioritizing gaps between current and desired results”. According to Molenda, Pershing and Reigeluth, “Need assessment can be defined as a method of finding out the nature and extent of performance problems and how they can be solved”. Assessing Human Resource Development (HRD) needs process helps organizations ensure they have all the skills, knowledge, and capabilities required to meet their strategic objectives. Reference: https://honable.com/hrd-needs-assessment/

3. ENCABO 4.1 Identify problem needs

4. What is Training and HRD (Human Resource Development): Training is the process of enhancing skills and knowledge to improve job performance. HRD focuses on the development of employees' skills, competencies, and abilities for personal and organizational growth. Importance of Identifying Problem Needs Identifying problem needs is the first step in designing effective HRD and training programs. Without a clear understanding of the issues, training programs might be ineffective or irrelevant.

5. What Are "Problem Needs"? Problem Needs Definition : Problem needs are the gaps between the current performance or skills and the desired performance or skills. These gaps may relate to knowledge, skills, behaviors, or performance deficiencies. Example : A company notices that employees are underperforming in customer service. The problem need may be a lack of customer service skills or poor communication skills or bad attitude towards a customer etc. Types of Problem Needs Skill Gaps : Employees lack the necessary skills for current job requirements. Performance Deficiencies : Employees are not meeting performance expectations. Knowledge Gaps : Employees lack specific knowledge required for their role (e.g., new technology, regulatory changes). Behavioral Issues : Employees exhibit poor workplace behaviors that impact performance (e.g., low motivation, lack of teamwork).

6. Why Identifying Problem Needs Is Critical Efficient Resource Allocation : Proper identification of problem needs helps allocate resources effectively toward areas that will have the greatest impact. Targeted Interventions : Helps design tailored training solutions instead of one-size-fits-all programs. Improved Employee Performance : Addressing specific problem needs enhances overall performance and productivity. How to Identify Problem Needs Conduct Job Analysis : Analyzing job descriptions, tasks, and responsibilities to identify gaps in skills, knowledge, or performance. Performance Appraisals and Feedback : Review performance appraisals, 360-degree feedback, and manager reports to spot areas of improvement. Surveys and Interviews : Use employee surveys, focus groups, and interviews to gather insights about training needs and performance gaps. Observations : Directly observe employees' performance to identify inefficiencies, gaps, or behaviors that need attention. Benchmarking : Compare performance with industry standards to identify any discrepancies.

7. Tools for Identifying Problem Needs SWOT Analysis (Strengths, Weaknesses, Opportunities, Threats) A tool to assess internal and external factors affecting employee performance. Training Needs Assessment (TNA) A structured approach to identify training needs based on organizational goals and employee performance gaps. Competency Models Assessing whether employees have the competencies needed for their roles. Gap Analysis A method to analyze the current vs. desired state and identify areas for improvement. Example Context : A retail company identifies a decline in sales performance. Problem Needs : Lack of sales techniques training, poor customer engagement, and insufficient product knowledge. Solution : Design targeted training programs in sales techniques, customer engagement, and product knowledge.

8. Challenges in Identifying Problem Needs Lack of Clear Data : Insufficient performance data or feedback to accurately identify needs. Resistance to Change : Employees may resist acknowledging gaps in skills or performance. Misalignment with Organizational Goals : Needs identified may not align with the company's long-term strategic goals.

9. Conclusion Summary : Identifying problem needs is the cornerstone of effective HRD and training. It ensures that training interventions address the right issues and result in improved employee performance. Call to Action : Regular assessments of training needs, leveraging proper tools, and aligning HRD strategies with organizational goals will maximize training effectiveness. References: Noe, R. A. (2020). Employee Training and Development . McGraw-Hill Education. Goldstein, I. L., & Ford, J. K. (2002). Training in Organizations: Needs Assessment, Development, and Evaluation . Wadsworth Publishing. Tannenbaum, S. I., & Yukl, G. (1992). Training and Development in Organizations . Annual Review of Psychology, 43, 399-441. McClelland, D. C. (1998). Identifying Competencies with Behavioral Event Interviews . Psychological Science, 9(5), 331-339. Armstrong, M. (2014). Armstrong's Handbook of Human Resource Management Practice . Kogan Page.

10. FRILLES 4.2 Determine design of needs analysis

11. What is Training Needs Analysis (TNA)? A systematic framework to identify the gap between the current performance and the desired knowledge, skills, and abilities (KSAs) in a job. The process of identifying training needs in an organization for the purpose of improving employee job performance. Tailored to align with organizational goals and employee development. What is Knowledge, Skills, and Abilities (KSA)? Refer to the knowledge, skills, and abilities that an employee must have to perform their responsibilities within their roles. Listed in the job description and guide candidates and employers to assess the person’s chance to succeed.

12. How to determine if you need Training Needs Analysis

13. Importance of Designing Needs Analysis Ensures targeted and relevant training programs. Prevents wasted resources on unnecessary training. Enhances employee productivity and satisfaction.

14. Key steps in developing a comprehensive TNA Identifying organizational goals and objectives Conducting a job analysis Assessing current skills and competencies Identifying training needs Developing training objectives Designing the training program Implementing the training Evaluating the effectiveness of the training.

15. Training Needs Analysis Levels

16. TNA Techniques Direct Observation Questionnaires Consultation with persons in key positions, and/or with specific knowledge Review of relevant literature Interviews Focus groups Assessments/Surveys Records & Report Studies Work samples

17. Training Needs Analysis Example Organizational Level TNA : A company is experiencing a decline in sales performance over the last quarter. Goal: Increase quarterly sales performance by 15% to reverse the recent decline and improve overall revenue. Job behaviors: Effective negotiation with clients to secure sales Accurate and persuasive presentation of product features and benefits Skills and knowledge: Skills: Advanced negotiation techniques, including how to overcome objections and close deals Effective communication skills for presenting product features in a compelling way Knowledge: Up-to-date information on the latest product features and how they compare to competitors Understanding of customer needs and how the company’s products meet those needs

18. Training Needs Analysis Example Organizational Level TNA : A company is experiencing a decline in sales performance over the last quarter. Training needs: The sales team requires training in advanced negotiation techniques and an in-depth product knowledge update, including competitive analysis. Training recommendations: Organize a series of workshops on advanced negotiation skills led by an external expert Conduct product training sessions to update the team on the latest features, benefits, and competitive positioning

19. Training Needs Analysis Example

20. Training Needs Analysis It is foundational for effective training. Structured planning ensures relevance and impact. Proper TNA design ensures focused and impactful training. Strategic planning maximizes training ROI. References: Aurora Training Advantage. (n.d.). How to develop a comprehensive training needs analysis. Retrieved from https://auroratrainingadvantage.com/articles/how-to-develop-a-comprehensive-training-needs-analysis/#:~:text=Training%20Needs%20Analysis%20involves%20systematically%20assessing%20the,organizations%20can%20ensure%20that%20their%20training%20programs HR Guide. (n.d.). Training needs analysis: Determining training needs. Retrieved from https://hr-guide.com/Training/Determining_Training_Needs.htm Academy to Innovate HR (AIHR). (n.d.). Training needs analysis: A how-to guide. Retrieved from https://www.aihr.com/blog/training-needs-analysis/

21. JACOLBE 4.3 Collect data

22. After setting the objectives and scope, proceed with collecting data for the analysis. This step helps uncover insights into the current skills of the workforce and training-related concerns that could impact organizational goals.

23. To ensure an effective and comprehensive Training Needs Analysis, it’s best to get data from a wide range of sources.

24. JUMADAS 4.4 Analyze data

25. Training Needs Analysis : The process of identifying training needs in an organization for the purpose of improving employee job performance.

26. ANALYZING DATA IS CRUCIAL FOR EFFECTIVELY ASSESSING AND DESIGNING TRAINING AND HRD NEEDS. IT LEADS TO TARGETED TRAINING, BETTER RESOURCE MANAGEMENT, ENHANCED EMPLOYEE SATISFACTION, AND ULTIMATELY CONTRIBUTES TO THE OVERALL SUCCESS OF THE ORGANIZATION.

27. A successful training needs analysis will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use.

28. IMPORTANCE OF ANALYZING DATA IN ASSESSING AND DESIGNING TRAINING/HRD NEEDS Identify skills gap Informed decision making Aligning training with organizational goals Resource optimization Measuring training effectiveness Enhancing Employee Satisfaction and Engagement Adaptability to Changes Supporting Compliance and Standards

29. ANALYZE DATA Descriptive Analysis : Summarize data using means, medians, and modes to understand general trends. Comparative Analysis : Compare performance across different departments or time periods to identify gaps. Gap Analysis : Identify the difference between current performance levels and desired outcomes.

30. Sample Dataset for Filipino Tech Solutions, Inc.

31. Sample Dataset for Filipino Tech Solutions, Inc. Analysis for Assessing and Designing Training/HRD Needs 1. Skills Gap Analysis : Average Skills Gap by Department : IT: Average Skills Gap = 2+5+4 / 3 ​=3.67 Marketing: Average Skills Gap = 3+1+3 / 3=2.33 Sales: Average Skills Gap = 3+2 / 2= 2.50 HR: Average Skills Gap = 4+4 / 2=4.00 From the analysis, the  HR department  has the highest average skills gap, indicating a significant need for training.

32. Sample Dataset for Filipino Tech Solutions, Inc. Analysis for Assessing and Designing Training/HRD Needs 2. Training Interest : Employees showing interest in training: IT: 3 out of 3 employees (100%) Marketing: 1 out of 3 employees (33%) Sales: 1 out of 2 employees (50%) HR: 3 out of 3 employees (100%) This suggests that departments like  IT and HR  are highly motivated for training opportunities, while  Marketing  shows less interest.

33. Sample Dataset for Filipino Tech Solutions, Inc. Analysis for Assessing and Designing Training/HRD Needs 3. Performance and Training Correlation : Employees with higher performance scores (8-10) generally have lower skills gaps, indicating that ongoing training may help maintain or improve performance. For example, the Software Developer (Performance Score = 8, Skills Gap = 2) and Content Writer (Performance Score= 9, Skills may benefit from advanced training to further enhance skills and performance.

34. Sample Dataset for Filipino Tech Solutions, Inc. Analysis for Assessing and Designing Training/HRD Needs 4. Feedback Evaluation : Overall feedback scores for previous training programs vary, with the highest feedback score being 10 (Content Writer) and the lowest being 4 (Recruitment Specialist). Focus on gathering qualitative feedback from employees, especially those with lower scores, to improve training effectiveness.

35. Recommendations Targeted Training Programs : Develop targeted training programs for the HR department to address the high skills gap. Enhance training offerings for IT employees, given their strong interest. Engagement Strategies : Foster engagement in the Marketing department by exploring the types of training that may align with their interests and career goals. Performance Monitoring : Regularly monitor performance and skills gap to adjust training programs as necessary and ensure alignment with company goals. Feedback Incorporation : Create a structured feedback mechanism to gather insights from employees regarding training programs to make continuous improvements.

36. LORIA 4.5 Provide feedback

37. INTENDED TO IMPROVE PERFORMANCE OR BEHAVIOR CONSTRUCTIVE COMMUNICATION

38. - Helps in professional and personal growth. - Builds trust and communication. - Identifies strengths and areas for improvement.

39. Assess the impact of training programs. Provide insights for future improvements. Boost employee satisfaction by incorporating their opinions. Ensure alignment with organizational goals.

40. Focuses on measurable data & is often expressed in numbers or statistics. Surveys with Numeric Ratings Collect measurable data using scales to evaluate training effectiveness. Performance Metrics Track measurable improvements, like productivity or test scores, to assess the impact of training.

41. descriptive, detailed responses to understand opinions, suggestions, or challenges experienced during training. Gathers Interviews and Discussions involve in-depth conversations, either one-on-one or in groups, to gather detailed and personal feedback about the training program. Open-Ended Comments freely express their thoughts, suggestions, and concerns without being limited to predefined options, (example: text box from a survey tool like Google Forms).

42. Quantitative Feedback helps measure results in a structured and numerical way. Qualitative Feedback provides richer, detailed insights that explain the " why " behind the numbers. Both types work together to give a complete picture of the training program's effectiveness.

43. Post-training surveys. Focus group discussions. 360-degree feedback mechanisms. Observation and assessments.

44. Update and refine training modules. Address unfulfilled needs or gaps. Improve facilitation and delivery methods. Recognize high-performing programs and scale them.

45. Feedback is not the END , it is the BEGINNING of continuous improvement.

46. Thank you!