Training need identification

This ppt shows about basics of training need identification in human resource development.

1. HUMAN RESOURCE DEVELOPMENT PRESENTED BY VIDYA.V S3 MBA 83

2. TRAINING NEED IDENTIFICATION

3. A training and development needs assessment may be defined as the process of identifying problems that are signaled by deficiencies in compliance with standards or external requirement & that can be resolved wholly or partly by training and development programmes I NTRPDUCTION

4. Definition Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity.

5. Problem identification Design if collection of needs Data analysis Providing feed back Developing action plan Process

6. Problem identification firstly the problem or problem areas need to be identified for appreciate training intervention at a later stage. Design of need analysis To be determined in order to identify appropriate method for training and development intervention. Data collection needs Data collection need expertise of part of the investigator & therefore training executive or consultants are to be engaged for this task.

7. Data analysis After collection of data, it needs to be carefully analyzed. Providing feedback Feedback should be provided to management. Developing action plan action plan is developed to meet the identified needs of training and development of employees.

8. At the individual level At the organizational level Levels of identification of training &development

9. Document view Specific analysis Observation Surveys Interview Suggestion box Meeting , reports, newsletter Methods

10. To pinpoint if training and development programme will make a difference in productivity & the bottom line To decide what specific training and development programme each employees needs and what will improve his job performance. To differentiate between the need for t&d and organizational issues. To determine whether training is needed. To determine causes of poor performance. Objectives

11. To determine content & scope of T&D To determine desired T&D outcomes To provide a basis of measurement To gain management support To determine the relevance of jobs to employees .