WHAT IS TRAINING
NEED ANALYSIS?
Address the employer’s strategic/longer term training needs and/or its current
training needs.
Helps an organization review their state of training and identify knowledge
gap that needs to be filled
Once the loopholes are known, one can outline priorities and structure strategy
for Learning & Development
Helps to work on areas in which employees need skills
ADVANTAGES development.
OF Aligns organization goals and update employees on
process improvements, the roll-out of new equipment or
TRAINING NEED technology
Enlists standards and procedures that need to be
ANALYSIS followed for ideal
Obtain good end results with optimum utilization of
resources.
HOW TRAINING NEED
ANALYSIS BENEFITS A
BUSINESS?
Helps recognize the performance gaps of employees.
Determines who and what needs to be trained.
Improve employee’s productivity and enables them to achieve personal &
career goals.
Reduces the risk of training failure.
Helps manage training budgets effectively
Training
Need
Analysis
TRAINING
NEED
Current
Need
Strategic
Need
ANALYSIS
Analysis Analysis TREE
Task Performanc
Analysis e Analysis
For the purpose of hiring/training for future position
When business is either expanding or entering in new line of
STRATEGIC businesses
Involves strategical approach
NEED What kind of training an employee would need in order to fill new
jobs
ANALYSIS Right candidate for the right job
For example: traditional firm’s succession planning to enter/ expand
with tech savvy employees to attain advanced technology
CURRENT NEED
ANALYSIS Current
Focuses on current performance
Need
Employees who are new or are not performing up Analysis
to the mark
Task Performanc
Analysis e Analysis
TASK ANALYSIS
TASK ANALYSIS FOR NEW HIRE:
Determining specifics skills requirement for employee.
Analysis job description and job specification.
Manager uncover training needs by reviewing current performance standards.
TALENT MANAGEMENT: USING PROFILE AND COMPETENCY MODEL:
Precise overviewing the competencies ( knowledge, skills and behaviour) to perform the job.
Based on these formulating training goals and programs.
Interviewing the seniors executives to determine firms' strategic objectives and competencies
requirement
Interviewing top performers to identify the competencies.
Verifying performance deficiency.
Performance appraisals.
PERFORMANCE
Job related performance data.
Observations by supervisors
ANALYSIS:
Interviewing the employee
Attitude survey
Testing of knowledge, skills and attendance
Why performance isn’t efficient
WHAT LACKS
Why employee isn’t performing productively
Corrected by either training or any other means?
Compare the actual performance to what it should be!
PERFORMANCE Confirm the fact that there is lack of performance
How to do it?
?
Performance appraisals
PERFORMANCE Attitude/behavior surveys
ANALYSIS! HOW Attendance/job skills tests
TO DO IT? Interview in person or with supervisor
Job related performance data
TASK ANALYSIS RECORD FORM- MARKETING TRAINEE
QUANTITY AND SKILLS OR
WHEN AND HOW CONDITIONS UNDER WHERE BEST
S NO. TASK LIST QUALITY OF KNOWLEDGE
OFTEN PERFORMED WHICH PERFORMED LEARNED
PERFORMANCE REQUIRED
Only when new
Market research about At least 2 direct Research skills and
1 campaign is to be On the job
competitors competitors observation skills
designed
Must be Aesthetically
Making PowerPoint Standard way to On the job and
2 appealing with right Microsoft office skills
presentations present ideas practice
flow
Telemarketing to increase brand 6-7 call per day, twice
3 At least one lead Quiet environment Persuasion skills On the job
awareness a week
Write content for website as per Knowledge of website On the job & Online
4 As update is required As per SEO practices
SEO practices metrics courses
Should not copy same
Come up with reference copy 9 references per Aesthetic and visual On the job and
5 idea but utilize element
for new posts on Facebook month imagery practice
placement and looks
Create attractive posts using 2 posts per monthly Adobe illustration and Certification and
6 Appropriate room light
Adobe calendar creativity practice
TASK ANALYSIS RECORD FORM- MARKETING TRAINEE
(Continued…)
QUANTITY AND SKILLS OR
WHEN AND HOW CONDITIONS UNDER WHERE BEST
S NO. TASK LIST QUALITY OF KNOWLEDGE
OFTEN PERFORMED WHICH PERFORMED LEARNED
PERFORMANCE REQUIRED
Working with seniors to develop Interpersonal and
7 Occasional basis Improved understanding On the job
a plan for upcoming campaigns communication skills
Provide call support to the 100% of time to satisfy Customer relationship On the job and
8 Resolve queries 100 %
queries of customers customers skills practice
Keep track record of sales on
9 On weekly basis Avoid repetition of data Software knowledge On the job
CRM software
Provide support to the manager Improve response rate Social media platforms On the job and
10 Depends upon target
for social media advertising by 25% knowledge continue revision
Provide call support to the 100% of time to satisfy Customer relationship On the job and
11 Resolve queries 100 %
queries of customers customers skills practice
Negotiation with external
12 Negotiation skills On the job
partners like agencies
IDENTIFYING Research skills and techniques
TRAINING Effective presentation of ideas through PowerPoint
Telemarketing skills and persuasion techniques
NEEDS Search engine optimization basics
FROM ABOVE
Enhancing visual skills
Improving interpersonal skills
ANAYLSIS Customer relationship management skills
Training of CRM software
Training of social media advertising on Facebook
Team management and negotiation skills
