Training needs assessment

MBA :HRM TRAINING AND DEVELOPMENT PPT

1. PES’S INSTITUTE OF MANAGEMENT AND CAREER DEVELOPMENT. NIGDI MBA SEMESTER- II COURSE – HUMAN RESOURCE MANAGEMENT CHAPTER IV TRAINING AND DEVELOPMENT TOPIC- TRAINING NEED ASSESSMENT BY Dr. Mrs. Mandakini R.Bhosale WELCOME 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 1

2. Training Needs Assessment What is Training Needs Assessment? Needs Assessment : The process to identify "gaps" between current performance and department/organizational objectives. An assessment process that serves as a diagnostic tool for determining what training needs to take place. This assessment gathers data to determine what training needs to be developed to help individuals and the organization accomplish their goals and objectives. This is an assessment that looks at employee and organizational knowledges, skills, and abilities, to identify any gaps or areas of need. Once the training needs are identified, then you need to determine/develop objectives to be accomplished by the training. These objectives will form criteria for measures of success and utility. KNOWLEDGE SKILL ABILITY This analysis can be performed by managers who are able to observe their staff and make recommendations for training based on performance issues or gaps between performance and objectives. This analysis can also be performed on an organization-wide level by Training and Development managers who survey the organization to identify needs. 12-04-2020 Dr.MANDAKINI.R.BHOSALE . [email protected] 2

3. TRAINING INCREASE THE EFFICIENCY & PRODUCTIVITY EFFEICIENCY IN PERCENTAGE BEFORE TRAINING PERIOD TRAINING AFTER TRAINING 2 WEEKS BEFORE 2 WEEKS –TRAINING 2 WEEKS –AFTER TRAINING X WEEKS 13-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 3

4. Factors that may lead to Training Needs Re-organization processes Business Process Re-engineering Process Improvements Reductions in Force Layoffs/Transfers/New Hires Staffing Changes/Promotions Re-locations New equipment/Technology Performance/Safety Issues Problems in Production/Safety New Systems/Procedures Changes in Laws/Regulations Succession Planning Career Paths/Growth 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 4

5. Why conduct a Training Needs Assessment/Survey? A needs assessment/survey helps an organization achieve its goals. It reduces gaps between employee skills and the skills required by the job and department. The training needs assessment survey can also form the basis (benchmark) for determining effectiveness of the training administered. You can re-administer the training needs survey after the training was performed to see if there was an increase in performance/skills as measured by the survey . How do you determine where Training is needed? You can use different Needs Assessment Questionnaire Needs Analysis Employee Interviews Employee Opinion/Climate Surveys Exit Interviews Employee Grievances/Complaints 12-04-2020 Dr.MANDAKINI.R.BHOSALE . [email protected] 5

6. Sources to  determine Training Needs : Customer Returns/Calls Accidents & Scrap New Equipment / Software Changes in Procedures Re-organization Job Re-design Performance Appraisal Results Promotions & Terminations Observations Assessment Centers Employment/Skills Tests Focus Groups 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 6

7. Gathering Employee Opinions for Training Needs Schedule a meeting with employees in a particular department or job classification. During the meeting, gather ideas from the employees about their needs and areas for professional development. Determine common themes and topics. Ask the employees to review the information gathered and determine which areas/needs are most important to receive training. Then determine the desired outcomes from the training to address these needs. These outcomes could serve as measures of success (validation) of the training. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 7

8. The Steps in a Training Needs Assessment Needs Assessment (collecting and analyzing data) Design (program objectives, plan, measures of success) Testing (prototype the instrument and process) Implementation (collection measures and update as needed) Analysis & Evaluation (review feedback and data collected) 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 8

9. TRAINING NEED ASSESSMENT 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 9

10. Assessment Methods: Advantages and Disadvantages Survey Questionnaires Web based or printed questionnaires distributed to employees for completion. Construction of surveys to include multiple/fixed choice questions and free/open-ended questions for text responses . 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 10

11. Advantages Survey a large number of employees at the same time. Do not require a lot of time. Enable honest and open feedback. Gathers quantitative and qualitative data easily. Disadvantages May be difficult to design questionnaires to allow for follow-up or more elaborate responses. Might not identify the specific causes behind employee actions/behaviors. 13-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 11

12. Personal Interviews Conducted by a trained "interviewer" who follows an interview outline (or set of questions) to be asked during the interview. Advantages More flexible in the ability to ask various questions. Able to immediately follow-up on items mentioned in the interview. Is not limited in scope or limited to only a certain set of questions. Disadvantages Time consuming. Especially if only one individual is interviewed at a time. Requires the interviewer to document conversations in detail. Any details not documented are lost or need to be gathered through subsequent interviews. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 12

13. Personal Observations An observation of the employee at work. May be structured (i.e., the employee performs specific tasks) or unstructured (i.e., the observer tries to document the employees work without influencing what the employee does). Advantages May reduce the amount of interruption of the employee's work. May be more realistic--observations are made of the employee actually at work. Disadvantages Requires a trained observer. Requires the observer to document the work in detail. Any details not documented are lost or need to be gathered through subsequent observations. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 13

14. The Sample Document Training Needs Survey Below you will find the current Training Needs Analysis Questionnaire. The deadline for completion is the  end of the month . Please put aside time to complete this survey as accurately and honestly as possible. It is a critical step in creating your personal development plan and enabling you to achieve success in your current role. This information will help the Organizational Development Team to deliver the best training to meet your specific needs. When working on the survey, please note that you do not need to complete the entire survey in one session. It is OK to complete part of the survey, then submit your responses and complete the rest of the survey at a later date. The link sent to you through email will give you access to your questionnaire during the data collection period. You can access the survey as often as needed. The only purpose of this survey is to help you identify training priorities. The scores have no other purpose. It makes no difference if you rate yourself as mostly 3 with some 4’s or mostly 4’s with some 5’s - as long as it helps you to identify which areas you most want training or development. The results of this Training Needs Analysis are confidential and will only be shared with you, your direct manager and HR. They will be available in early December. Please send any questions to the HR Department. Thank you for taking the time and focus to complete this. Best regards, ___________ HR Director 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 14

15. QUETIONNAIRE Demographics Please complete this section to help us make accurate conclusions for specific work groups. None of this information will be used to identify individuals. Which Division do you work in? Do you have Line Management Responsibilities? Please indicate how long you have worked at [Company]: Your Current Job role/category List the type of training and development you have received at Sample Document in the last two years. Please select up to 5 topics that reflect your most important development and training needs. Please select up to 5 topics that reflect your most important development and training needs. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 15

16. CONT… . Accounting Business Reporting Coaching and Mentoring EEO and HR Leadership 1O1 Management Fundamentals Managing Performance Dealing with Difficult Employees Building Teams Financial Reporting Strategic Planning Grievance Procedures Contracts and Negotiations Project Management Presentation Skills Global Innovation Payroll and Benefits IT Systems and new Tech Office Applications (Word, Outlook, Excel) Other Please select up to 5 topics that reflect your most important development and training needs. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 16

17. Please rate your degree of knowledge/skill in each of the competencies sections below using a scale of 1-5 or N/A and the free text space to provide additional comments. 1 = No knowledge/skill 2 = A little knowledge/skill but considerable development required 3 = Some knowledge/skill but development required 4 = Good level of knowledge/skill displayed, with a little development required 5 = Fully knowledgeable/skilled – no/very little development required N/A = This competency is not applicable to my job 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 17

18. Communication N/A 1 2 3 4 5 Understanding written sentences and paragraphs in work related documents. Giving full attention to what other people are saying. Understanding how to provide effective feedback to others. Knowing how to ask insightful questions. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 18

19. Interpersonal Skills N/A 1 2 3 4 5 Addressing critical customer issues in a timely manner. Demonstrating an understanding for other points of view. Recognizing and rewarding behavior that contributes toward excellent performance. Knowing how to adapt to meet the needs of the individual or situation. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 19

20. Conflict Resolution N/A 1 2 3 4 5 Knowing how to facilitate constructive conversations with stakeholders. Identifying areas of agreement and common ground. Knowing how to think of alternative solutions to resolve conflicts. Understanding how to deal with employee grievances. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 20

21. Collaboration & Partnership N/A 1 2 3 4 5 Knowing how to work and collaborate with others to accomplish goals and objectives. Understanding how divisions and departments can work better together. Knowing how to share information and communicate better throughout the organization. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 21

22. Adaptability N/A 1 2 3 4 5 Working more effectively in changing environments. Being able to adjust priorities to better meet changing business goals. Knowing how to be more flexible and open to new ideas. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 22

23. Achievement & Action N/A 1 2 3 4 5 Knowing the appropriate course of action to workplace address issues. Getting things done on time and within budget. Understanding how to simplify business processes and procedures. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 23

24. Time Management & Planning N/A 1 2 3 4 5 Knowing how to make more effective use of web-based calendars and To-Do lists. Knowing how to prepare for contingencies. Dealing more effectively with distractions and interruptions. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 24

25. Accountability N/A 1 2 3 4 5 Accepting responsibility and accountability for achieving goals and objectives. Holding others accountable for their actions. Giving advance warning on potential problems and issues that may affect others. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 25

26. Analytical & Problem Solving Skills N/A 1 2 3 4 5 Asking the right questions to better understand or evaluate situations. Knowing the best way to divide problems into more manageable components. Knowing how to develop innovative solutions to solve the root cause of problems. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 26

27. Business Case Skills N/A 1 2 3 4 5 Understanding our products and services. Understanding the costs, profits, margins, and values of different service lines. Viewing problems from a business perspective. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 27

28. Financial Fundamentals N/A 1 2 3 4 5 Understanding how to interpret financial data, balance sheets and cash flow. Understanding how to monitor spending, expenses and budgets. Understanding how to develop realistic and accurate forecasts. Knowing how to manage cash and cash disbursements. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 28

29. Teamwork N/A 1 2 3 4 5 Encouraging collaboration with others. Facilitating conflict resolution and mediation. Understanding how to give constructive feedback. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 29

30. Innovation N/A 1 2 3 4 5 Understanding how to develop solutions or methods using our products and services. Knowing how to challenge standard practices and current procedures. Implementing best practice methods within the department 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 30

31. Personal Effectiveness N/A 1 2 3 4 5 Keeping up with changes in technologies. Knowing what opportunities are available for professional development. Analyzing interpersonal problems instead of reacting to them. 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 31

32. https://hr-survey.com/sdtn1q.htm 12-04-2020 Dr.MANDAKINI.R.BHOSALE. [email protected] 32