Presentation on

Training needs assessment 360 degree appraisal Potential appraisal

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submitted by
SEKHAR REDDY

Arpita mam

& Jitendra behera

Assessing Training Needs

Concept of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.

Need of Training
Training is essential for job success. It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover.

Phases of Training
Training

needs assessment.

Implementation.

Evaluation.

Needs Assessment Definition

A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.

Instructional Design Process

ANALYZE DESIGN

DEVELOP

IMPLEMENT

EVALUATE

Training needs assessment :

Training efforts must aim at meeting the needs of the organisation and the individual employees. This, essentially, involves three types of analysis: a. Organisational analysis: This is a study of the entire organisation in terms of its objectives, utilisation of resources to achieve objectives etc. Analysis of objectives Resource utilisation analysis Environmental scanning

Organisational climate analysis

b. Task or role analysis: this is a detailed examination of a job, its components, its various operations and conditions under which it has to be performed. c. Person analysis: here the focus is on the individual in a given job; whether training is needed, whether the employee is capable of being trained, and the areas where the training is needed.

d. Identify training objectives: Training objectives can be of three types.

e.Training methods: Formal training methods include on the job training covering job instruction training, coaching, mentoring, job rotation, apprenticeship training, committee assignments etc and off the job training including lectures, conference, simulation exercises and programmed instruction.

f. Evaluation: Evaluation helps in controlling and correcting the training programme.

Evaluation of A Training Programme

Training can be evaluated at five levels:

Reaction : Training programme is evaluated on the basis of trainees reactions to the usefulness of coverage of the matter, depth of the course content,method of presentation, teaching methods etc. Learning : Training programme, trainers ability and trainee ability are evaluated on the basis of quantity of content learned and time in which it is learned and learners ability to use or apply, the content he learned. Behaviour : This evaluation includes the manner and extent to which the trainee has applied his learning to his job.

Organization : This evaluation measures the use of training, learning and change in the job behaviour of the department/organization in the form of increased productivity, quality, morale, sales turnover and the like. Results : It is the measurement of ultimate result of the contributions of the training programme to the Company goals like survival, growth, profitability, etc., and to the individual goals like development of personality and Social goals like maximizing social benefit.

Analyze
What is the problem? Is it a training problem? What skills and knowledge should be included in the training program? Who needs to be trained? Problem Analysis
Performance Analysis Task/Competency Analysis Learner Analysis

360 Degree Performance Appraisal :

The appraiser may be any person who has through knowledge about the job content, contents to be appraised, standards of contents, The appraiser should be capable of determining what is more important and what is relatively less important. He should prepare reports and judgements without bias. Typical appraiser are : Supervisor, Peers, Subordinates, Employees themselves, users of service and consultants. Performance appraisal by all these parties called 360 degree performance appraisal. 360 degree can be done by using software developed by a number of companies.

Who Will Appraise

Supervisors :
Supervisors evaluate performance from job description point of view. Supervisors include superiors of the employee, other superiors having knowledge about the work of the employee and department head or manager.

Peers :
Peer appraisal may be reliable if the work group is stable over a reasonably long period of time and performs tasks that require interaction.

Subordinates :
Subordinates evaluate from relationships and guidance points of view. The concept of having superiors rated by subordinates is being used in most organizations today, especially in developed countries.

Self Appraisal :If individuals understand the objectives they are expected to achieve and the standards by which they are to be evaluated. Users of Services, Customers :Employee performance in service organizations relating to behaviours, promptness, speed in doing the job and accuracy, can be better judged by the customers or users of services.
Consultants :Sometimes consultants may be engaged for appraisal when employees or employers do not trust supervisor appraisal and management does not trust the self-appraisal or peer appraisal or subordinate appraisal. In this situation, consultants are trained and they observe the employee at work for sufficiently long time for the purpose of appraisal.

Potential Appraisal
Potential Appraisal is another powerful tool of employee development. Every time a manager recommends or fails to recommend an employee for a promotion, a potential assessment has, in fact, been made. The process of assessing the managerial potential of employee deals with the question of whether or not they have the ability to handle positions in the future which involve considerably more responsibility than what they have right now. As long as individuals are viewed as being able to handle increased or different responsibilities, they would be considered to have potential (either latent or visible). Potential appraisal may thus be defined as a process of determining an employees strengths and weakness with a view to use this as a predictor of his future performance. The fundamental difference between reviewing performance and assessing potential is in the criteria used. In reviewing performance, the criterion used is what goals the employee achieved and what skills he or she currently possesses that could be indicators of his or her ability to assume different or more advanced responsibilities.

Performance appraisal which means already happened and for evaluation, while potential is still about to happen and subject to evaluation and observation before appraisal.

Thank You!

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