Training need analysis is very useful in finding out the gap between required competencies, and existing competencies of an individual for a specific job. If any gap is found then training manager is being assigned to fill this gap through his/her customized training programs, and continuous feedback is taken whether gap still exist or not.

Training need analysis can be for any level of job, and  can be classified as present training needs, and future training needs.

Training need analysis usually occurs periodically, mainly when the new technology is being introduced, and for newly joined employees. There is no fixed pattern when training need analysis should occur or not it’s depends upon- organization’s strategic requirements.

Organizational training need analysis

For organizational training need analysis, there are following steps.

• Designating team for analysis.

• Activities planning.

• Data collection:
  - Human resources.
  - Organization methods and procedure.
  - Technology.
  - Product and services.
  - Market conditions.

• Strength, Weakness, Opportunities and Threats (SWOT) analysis.

• Analysis of  data.

• Report findings.

• Review, Modify and Revise steps.

• Potential Source of data collection on training need analysis:
  - Business plan and strategies.
  - Skills inventory.
  - Organizational culture and climate.
  - Organization turnover.
  - Job descriptions.
  - Performance standards.
  - Employees turnover.
  - Customer complaints.
  - Wastage.
  - Late deliveries.
  - Attitudes.
  - Work diaries.
  - Assessment centers.

Designing a training program

Training need analysis: the first step in designing a training program is training need analysis. Training need analysis finds out the gap between required performance and existing performance for a specefied job.

Individual Analysis :
After training need analysis the next step comes of individual analysis, In this analysis experts try to find out individual’s learning abilites. This is because different individuals have different learning abilities, some learns with slow pace and some learns with high pace.

Planning a training program:
-Training objectives
-Session objectives

Above ojectives should be made in the parameter of measurablity, attainablity, relevancy and fixed time frame.

Planning a course program:
The course programme must contain all the critical, essential and desirable contents for a learner or in another sense what a learner must know, should know and could know.

Selecting training methods:
There are variety of methods like lectures,brain storming, buzz groups, case study, controlled discussion, demostration, question & answer, programmed learning, role play,simulation,and seminars etc. The best choise is to selcet the combination of training methods.

Training evaluation:
Training evaluation is very necessary to find out whether training meets with it’s objectives or not. Reaction of learner must taken through questionnairs or interview to know the training effectiveness, and the features of training liked or disliked by the learner.

Learner evaluation:
This is very important to see whether the gap that was found by training need analysis is filled or not. Again job performance and competency levels should be measured.

PR: wait… I: wait… L: wait… LD: wait… I: wait… wait… Rank: wait… Traffic: wait… Price: wait… C: wait…