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Identifying organization needs Identifying individual training needs Specifying training needs Translating training needs into action

Planning the training

HOW? Systematic environmental scan

ORGANIZATION NEEDS
EV AL U TR ATI AI NG NI NG TH E
HOW? Collecting, analyzing and presenting data for Reaction level Immediate level Intermediate level Ultimate level Cost/benefit

AL DU VI S DI D IN E E G N IN G F Y IN TI AIN E N TR ID

What are the business needs?

HOW? Performance reviews Testing and assessment Succession planning Employee career objectives

Is the training effective in meeting business needs?

What are the performance needs? Which are best met by training?

Development & Delivery

PEOPLE
What precisely is the performance gap?

What is the training plan?

TR
HOW? Preparing a job specification Analysing the performance gap

HOW? Assembling and prioritizing information. Preparing and monitoring training plans

What are the training decisions?

TRANSLATING TRAINING NEEDS INTO ACTION

HOW? Deciding on format or informal training. Preparing a training specification. Deciding to make or buy training. Choosing a training supplier.

SP E AIN CIFY ING ING NE ED S

E TH NG NI ING AN IN PL TRA

PLANNING FOR NEED IDENTIFICATION

Training needs

Training needs of the organization.

Training needs of the employees

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Training needs of the organization

To meet the organizations objective

To provide unique skills required for the job

Training needs of the employees

To improve the performance

To be eligible for other jobs

To acquire specific skills or abilities

PROCEDURES FOR IDENTIFYING TRAINING NEEDS

Identifying possible areas requiring training. (surveillance and investigation)

Analyze and report the obtained information

Prepare a training objective

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 Review of vital data of

organization.
Maintain contacts with individual to assess attitudes and feelings. Be informed of current policies, targets and standards related to work performance.

Analytical tools
Informal Interview Observations Survey Method Performance Test Formal Interview Report Records and Documents Advisory Committees Formal Research
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 1. 2. 3. 1.

When A performance gap is discovered. Management request training. Management thinks a training need is present. How Performance survey. 1.1 To evaluate performance gaps. 1.2 Cause of the gaps. The training survey. 2.1 Sending questionnaire to all the management that includes: 2.1.1 Training courses already gone through. 2.1.2 Department training needs. Psychological test.

2.

Involves examination of data in order to

Eliminate invalid information. Group and Summarize remaining data Draw up conclusion Prepare a communication report.

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