Professional Documents
Culture Documents
NEED ANALYSIS
Employee performance
Training??
Existing
Skills
Knowledge
Attitudes
Training helps to
bridge the gap
TNA is a tool to
identify the gap
Required
Skills
Knowledge
Attitudes
TNA in essence
1
Assess required employee Skills, Knowledge and Attitudes to deliver the performance
DESIGN
DEVELOP
IMPLEMENT
EVALUATE
Analysis
TRIGGER
(AOP)< (EOP)
Input
Organizational analysis
Objectives, Resources
Environment
Process
Operational analysis
Expected Performance (EP)
Identify Performance
Discrepancy (PD)
PD= EP-AP
And
Causes of PD
Person analysis
Actual Performance (AP)
Training needs
Nontraining needs
Output
Step 2: Is it important?
Why is it important?
What if you did nothing?
How big is it? (Quantify if
possible)
Is the cost of the discrepancy high
enough that it seems worth
pursuing a solution?
I dont know
how.
If a skill deficiency..
Provide training
Provide practice
Provide feedback
Simplify the task
Develop a job aid
OJT
Transfer
Terminate
Change
contingencies
Provide proper
feedback/Remove
Obstacles
Formal training
Self study
Technology based
Job related/workplace
approaches
WHY ?
WHEN ?
Input
Organizational Analysis
Operational Analysis
Person Analysis
Process
Determining the nature of PD and its causes.
Output
Organizational Analysis
Provide information about:
Mission & strategies of an organization
Resources & their allocation, given the objectives
Capital Resources
Human Resources
Operational Analysis
Determines exactly what is required of
employees in order for them to be effective:
KSAs
WHAT TO ASK?
WHOM TO ASK?
Top Management
Department Managers
Incumbents
Social Influences
Feeling about meeting goals?
Social pressure for achieving goals?
Top Management
Department Managers
Incumbents
Reward System
Top Management
Department Managers
Incumbents
Job Design
Supervisors
Incumbents
Job Performance
Supervisors
Incumbents
Department Managers
Supervisors
Incumbents
Job Analysis
Incumbents
Supervisors
JOB
TASKORIENTED
APPROACH
WORKERORIENTED
APPROACH
Garage
Checks tire pressure
Attendant
Dentist
Use of precision
instruments
Forklift
Driver
Loads pallets of
washers onto trucks
Competency Modeling
Develop key competencies required for the job.
Competency (U.S) is a cluster of related KSAs that
differentiate high performers from average performers.
Competency (U.K, Aus.) is what someone needs to be
doing to be competent at their job.
More generic in nature.
Longer-term fit.
Include KSAs + feelings & motivation.
Tie into corporate goals.
Advantages
How is it done?
Person Analysis
Methodology to identify those incumbents
who dont meet the performance requirements
(PD = EP AP)
In the proactive analysis, EP is what is needed
in the future and AP is the current
performance level.
Performance Appraisal
Supervisor Ratings
Self Ratings
360 Degree Performance Review
Performance Data
Used to judge likelihood of Deficiency being a KSA issue:
Low Distinctiveness
(in many areas)
High Distinctiveness
(in one area)
High Consensus
(with many people)
Unsure
Low
Low Consensus
(with less people)
High
Unsure
contd..
Proficiency Tests
Cognitive Tests:
Behavioral Tests:
Surveys:
To judge attitude.
Organization
Operation
Person
Outcomes of TNA
Identification of PDs.
solution.
Non-Training Needs
Approaches to TNA
Proactive TNA
Teamwork
in conducting
training need analysis
Teamwork
Teamwork is all about performing a task in a team,
where in all the members contribute to achieve a
specified goal.
TNA (contd)
Once the needs assessment is completed and training objectives are clearly
identified, the design phase of the training and development process is initiated: