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Identifying Training Needs: by Nissar S3 Mba IMT Allepy

This document discusses identifying training needs for employees. It explains that training needs can be identified through organizational analysis, task analysis, and manpower analysis. Organizational analysis involves studying the organization's objectives, resources, and environment. Task analysis involves systematically analyzing jobs to identify skills required. Manpower analysis examines the quality of human resources. After identifying needs, specific training objectives should be set and a training program developed covering selection of trainees, instructors, methods, and materials. The effectiveness of training should then be evaluated.

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Nissar Badharudheen
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81 views20 pages

Identifying Training Needs: by Nissar S3 Mba IMT Allepy

This document discusses identifying training needs for employees. It explains that training needs can be identified through organizational analysis, task analysis, and manpower analysis. Organizational analysis involves studying the organization's objectives, resources, and environment. Task analysis involves systematically analyzing jobs to identify skills required. Manpower analysis examines the quality of human resources. After identifying needs, specific training objectives should be set and a training program developed covering selection of trainees, instructors, methods, and materials. The effectiveness of training should then be evaluated.

Uploaded by

Nissar Badharudheen
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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IDENTIFYING

TRAINING NEEDS
By
NISSAR
S3 MBA
IMT allepy
TRAINING
 According to Edwin.B.flippo “training is the
act of increasing knowledge and skills of an
employee for doing a particular job”.
 Training involves the development of skills
that are usually necessary to perform a
specific job.
 It should bring positive changes in
knowledge, skills and attitude.
OBJECTIVES
 To increase knowledge of workers in doing
specific job.
 To impart news skills among the workers
systematically so that they learn quickly.
 To bring about changes in the attitude of
workers toward fellow workers, supervisors
and organization.
 To improve overall performance of
organisation.
CONT
 To make the workers handle materials,
machinery and equipment efficiently thus to
check wastage of time and resources.
 To reduce the number of accidents by
providing safety training to workers.
 To prepare workers for higher jobs by
developing advanced skills in them
WHY SHOULD TRAINING TO
EMPLOYEES?
 To achieve following benefits
 Quick learning
 Higher productivity
 Standardisation of procedure
 Less supervision
 Economical operation
 Higher morale
 Preparation of future managers
 Better management
IDENTIFYING TRAINING NEEDS
 Training needs can be identified through
following types of analysis.
 Organization analysis
 Task analysis
 Manpower or human resource analysis
ORGANISATIONAL ANALYSIS
 Systematic study of organization in terms of
its objectives, its resources, resource
allocation and utilisation,growth potential
and its environment .
 It’s purpose is to determine where training
emphasis should be placed in the
organization for increasing organizational
effectiveness.
 It involves following elements
1.ANALYSIS OF OBJECTIVES
 Long term and short term objectives and
their relative priorities should be properly
analyzed.
 Specific goals for various departments should
be stated which will serve as means for
achieving the overall organization objective.
 Management would have to examine what
are the specific training inputs that would
contribute towards the achievement of these
objectives.
2.RESOURCE UTILISATION
ANALYSIS
 The allocation of human and physical
resource and their efficient utilization in
meeting the operational target should be
analyzed.
 Following questions should be answered.
o Whether adequate number of personnel's are
available?
o Whether their performance is up to the
required standards?
3.CLIMATE ANALYSIS
 It reflects the attitudes of workers
trust,loyalty,openness,commitment towards
organizational goals.
 It should aim at determining whether the
environment in different departments is
fulfillment to their goals.
 This will help in areas where training is
needed to improve climate of organisation.
EXAMPLE
 If there is a mismatch between value system
of the organization and value system of
employees. this mismatch may due to
culture,religion,social aspects etc.here the
training is required for all the employees
irrespective of their designation. Training is
requires in this type mainly in mergers and
acquisitions.
TASK ANALYSIS
 Systematic analysis of jobs to identify job
contents,knowledge,skills and aptitude
required to perform the job.
 Attention should be given to

 Tasks to be performed
 Methods to be used
 Way employees learn these methods
 Performance standards required for
employees
CONT
 Questionnaires ,interviews, personnel
records, observations and other methods can
used to collect information.
 The main focus is on task or job.
 Task analysis required the study of various
types of skills and training required to
perform job efficiently.
 E.g. transfers and promotions
MANPOWER ANALYSIS
 Quality of manpower required by
organization is carefully analyzed.
 It has to be done in the light of both internal
and external environment.
 Organization should be properly scanned to
determine the quality of human resource.
TO ACHIEVE QUALITY
 Identify specific areas where individual need
training.
 Capability of present workers to learn new
skills.
 Time frame within which training must be
imparted.
 Job designing and redesigning ,intoduction of
new work methods and technology.
AFTER IDENTIFYING NEEDS
 Setting specific objectives.
 Deciding methods to achieve these
objectives.
 Overall aim of training program is to increase
organizational effectiveness.
 However each training program should have
specific objectives which includes
 Increased productivity
 Improved quality
CONT
 Better hr planning
 Higher morale
 Better health and safety
 Prevention of obsolescence
 Enhanced personal growth
TRAINIG PROGRAMME
 It includes
 Selection of trainees
 Preparation of instructor
 Determination of training period
 Training methods and materials
EVALUATION
 To measure the effectiveness of training,
following criteria may use.

 Reactions
 Learning
 Behavior
 results
THANKS

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