TRAINING NEED TRAINING NEED ANALYSISANALYSIS

Presented by:Presented by:

Allah Dad KhanAllah Dad Khan

A successful A successful understandingunderstanding of this session will of this session will enableenable you to: you to:

• Discuss the purpose and advantages of conducting a needs analysis.

• State the purpose of conducting a strategic/

organizational analysis,and describe the four issues it is intended to address

• Discuss the steps to conduct a task analysis

• Explain the importance of identifying individual performance deficiencies and developmental needs in planning and developing training and HRD programs

• Explain the importance of prioritizing training needs

WHY NEEDS ANALYSIS?

Improve effectiveness

Preventing anticipated

problems

Solving current

problems(most beneficial)

Participantsindividuals/units

Goal of HRD/training

Needs assessment

Needs assessment

AssessmentAssessneeds

Prioritize needs

Develop/acquire material

Evaluation Implementation Design

Developlesson plan

Select trainer/ leader

Select methods& techniques

Schedule theprogram/

intervention

Define objectives

Deliver the HRD program/intervention

Interpret results

Determine evaluation design

Select evaluation criteria

Conduct evaluationof program or intervention

TRAINING AND HRD PROCESS MODEL/ISD APPROACH

FOUR TYPES OF TRAINING / HRD NEEDSFOUR TYPES OF TRAINING / HRD NEEDS

• Performance Deficiency

• Democratic

• Diagnostic

• Analytic

• Compliance

Gaps between current and effective performance

Employee preferences for HRD programs or topics

Factors/conditions that create and ensure effective performance

New and better ways to perform tasks

Mandated by law

Type of Need Description

ProactIve

• Organization Where is training needed and in what conditions will it be conducted?

• Task What must be done to perform the

job effectively?• Person Who should be trained? What kind

of training do they need?

LEVELS OF NEED ANALYSISLEVELS OF NEED ANALYSIS

Level What is measured

COMPONENTS OF COMPONENTS OF STRATEGIC/ORGANIZATIONAL NEEDS STRATEGIC/ORGANIZATIONAL NEEDS

ANALYSISANALYSIS

• Whole system view /approach

• Organizational goals

• Organizational resources

• Organizational climate

• Environmental constraints

The Art of Observing - Fact Vs. The Art of Observing - Fact Vs. InferenceInference

• 1. What are the major differences between statements of fact, and statements of inference?Statements of facts are limited to description, made only after observation, and limited in the number that can be made (there are only so many facts that can be stated). Statements of inferences go beyond what was directly observed, can be made at any time without observation, and are unlimited in number (it is almost unlimited in the number of assumptions that can be made) .

When Can Statements of Inference Be Used in When Can Statements of Inference Be Used in the Analysis Phase?the Analysis Phase?

• Psychomotor tasks (skills) are normally observable so you can observe the task being performed to get the facts.

• Cognitive tasks (knowledge) are not normally observable, but you can make inferences and then back your inferences by observing the performance and ensuring that the end product is up to standards.

Inference-contd.Inference-contd.

• You can also interview the task performer or other Subject Matter Experts (SME). Affective tasks (attitudes) are also not normally observable.

• Role of Schemata/perceptions

OPTICAL ILLUSIONS...OPTICAL ILLUSIONS...

SCHEMATASCHEMATA

This is the Bunny/Duck illusion. At first glance, what do you see? Now give it some time, but do not focus on one certain area, and then ask Yourself; what do I

really see? Now, look again. You might be surprised!!!!!!

SCHEMATA : PerceptionSCHEMATA : Perception

This is probably the most famous illusion of all time! Almost everyone has seen

it! What do you see at your first glance of this illusion! Do you see an old lady, or do you see a young women? They are both there!!

Contd..Contd..

How many ways can you view this cube? Is the blue side outside the box or is it inside? Is it on the back of the box of is it on the side? Examine this cube closely, and let the light blue side guide you!

Contd..Contd..

At first glance, what do you see--Could it be the word "liar" or is it something more. I would definitely give this one a second look!

Contd..Contd..

Is this man playing a sax, or is there something more

here?

Contd..Contd..

I have heard this illusion called the dancing elephant and several other things. I want you to look at the elephants feet and legs. How many are actually there?

Job:Job:

• This component should include a trade, occupation, profession, or position such as plumber, waiter, doctor, accountant, writer, etc. Note that some jobs might be the same, although they might have different titles at different companies. For example, a warehouse person, inventory control specialist, and shipper receiver could all have the same duties at different companies.

Duties:Duties:

• These are acts or course of actions that are required of one by position. They are generally not as well defined as tasks. For example, a medical lab technician will perform duties of blood tests, while the tasks will be the specific tests they perform, such as cholesterol or diabetic. Waitresses will perform duties of serving customers, while the tasks include taking orders, serving meals, recommending wines, etc.

TasksTasks ::

• This has an identifiable beginning and end; that is, something should result from or be produced by the work. It is also a well-defined responsibility. For example,: The trainer who "Leads a classroom discussion" should produce some trained students.

Elements:Elements:

• These are the basic parts of a task and consists of the essential parts of performing a task. Some trainers consider the task performance steps as the elements. Performance steps are the step-by-step instructions for performing a task, for example an order packer

SKA/KSAO’s :SKA/KSAO’s :

• These are the Skills, Knowledge, and Attitudes that allow a person to perform a task.

Improvement…

Begins with….. I...

Of knowledge & skills

whatever The training

Thank youThank youThank youThank you

Questions