Training needs analysis is a systematic process of identifying which kind of training is required and providing the details related to training implementation. It is also known as a tool to identify the new skills, knowledge, and attitudes that employees need to acquire in order to improve performance.
The Training Needs Analysis (TNA) helps organizations to find out the gap in terms of skills and training in their existing employees to perform the current and upcoming Jobs efficiently. The Training Manager uses the Analysis very carefully to design the right Training program to meet the skill and training requirements of the employees to enhance productively and ultimately achieve the goals and objectives set by the organization.
The term training needs analysis is often referred to as learning needs analysis in the human resource department. The training needs to reflect that there are lots of ways to perform a job and thus a huge opportunity of learning to work. The analysis is all about the gap in the skills and knowledge and how the HRM department can help to bridge the gap.
HRM department always puts focuses on the idea that a constant learning process is good for employees. It keeps their skills updated and improves their performance. The training needs analysis implies the analysis of skill improvement required to perform the current or future job with great excellence.
Every leader or manager of the organization wants their employee to perform better and reach their optimum. In order to achieve the set goals and improve the productivity of the organization, it is important that employees have full capabilities and competencies to perform their assigned job.
Fundamentally the role of training needs analysis in HRM is to understand the difference between the current and desired performance of the employee and provide information about-
Requirement of Training Needs Analysis
Training needs analysis is always considered a first step toward helping an employee to improve their output at work. The requirement of training needs analysis is to
The method of training needs analysis is selected based on the job type of the employee and the analysis that has to be carried out to understand the skill gaps. Here are a few popular training need analysis methods used in the corporate world:
There are different stages of training needs analysis that are used by the organization based on the job profile of the employees. However, there is a fixed process that is followed in all types of training needs analysis. Here is 4 steps process of training needs analysis:
Step 1- Performance Gap Analysis: Here the current and desired operation results of the employee performance are compared to identify the performance gaps. These performance gaps can also be termed as the difference between the required and actual productivity of the organization.
Step 2- Root Cause Analysis: Root cause analysis is a way to determine the basic issue behind the performance gaps. The issues are classified into 5 categories as skill, resources, incentives, motivation, and information such as feedback. Using rood cause analysis it is identified which area is leading to a lack of performance and which area needs improvement.
Step 3- Needs Analysis: A detailed analysis is carried out to design and implement the appropriate intervention to resolve the performance issues. Based on the categories identified in the root cause analysis a specific need for improvement is addressed in this step. This analysis includes analysis of the audience of training, job analysis, task analysis, environment analysis, and cost-benefit analysis.
Step 4- Recommendations: In this step, an appropriate training solution is proposed. It identifies the right kind of training program that an organization should run to improve the overall work productivity.
The important objectives of training need analysis are :
McGhee and Thayer’s Three Level Analysis is popularly used in the organization to understand the big picture of learning and development. This model of training needs analysis of three components at different levels which need analysis to identify the training needs in the organization.
1. Organizational Level
Providing training to employee which are not aligned with the business goals is considered a wastage of resources. It is very vital that training programs conducted in the organization would help the employees to achieve the strategic business goals of the organization. The organizational level training need analysis using data sources such as business goals, skill inventory, employee inventory, organizational culture, and customer satisfaction data to identify the training needs of the employees.
The organizational level of training need analysis to provide answers to the questions such as-
At organizational level analysis, clear and measurable outcomes of the training are identified to improve the success of the training program.
2. Operational Level
It is a job level analysis that is used to determine what kind of training is needed by the employee in order to achieve the desired level of work proficiency. It identifies the knowledge and skill required to execute a specific job in the organization. The operational level training need analysis using data sources such as work performance standards, job description, job specifications, and analysis of operational problems to determine the training needs of the employee.
The operational level of training need analysis to provide answers to the questions such as:
3. Individual Level
At the individual level, the training need analysis to verify the way employee performs their job. The difference between the expected and actual performance of the employee is analyzed to arrive at the training need of the employee. The individual-level training need analysis using data sources such as performance appraisals, assessment of employee skills, interviews and questionnaires, customer surveys, and work samples to determine the training needs of the employee.
The individual level of training need analysis to provide answers to the questions such as-
Every process and tool used in human resource management has some positive and negative points. Here are some benefits and issues related to training that need analysis-
Advantages of Training Needs Analysis
Disadvantages of Training Needs Analysis