Training Need Identification

Training is a systematic learning process that involves the acquisition and changing of knowledge, skill, behavior concepts, rules, attitudes, and motivation of the employees to enhance their performance on the job as per the business goals and objectives of the organization. Objectives of training and development The principle objective is to make sure the availability of a skilled and willing workforce to an organization. In addition to that we have four other categories which are: Individual objectives Organizational objectives

Functional Objectives
Societal Objectives

Techniques for training need identification

Job and Task analysis
Job analysis done to describe the level of analysis which takes us to stage of writing job description. Job analyses provide information to organizations which helps to determine which employees are best fit for specific jobs. Task Analysis most training programmes do not require in depth break down of the problem into smaller components. The process of analysis is one of breaking down operations into component parts. There are many approaches to presenting the information from task analysis ; 1. What is to be done? 2. How is it done? 3. Points to ensure. 4. Extra information. FAULT ANALYSIS AND SKILL ANALYSIS - The key skill in many jobs is recognizing when something has gone wrong and knowing what to do to put things right. Fault-finding procedures can be analysed systematically and a faults analysis chart produced.

Once the task breakdown has been completed to the required depth, each operation may be examined to determine what skills or background knowledge are necessary for its successful completion.

INTERVIEWING
Two skills common to almost every interview process ; Questioning and Listening Both are inseparable ; one supports and reinforces the other. Many trainers who recognize that the ability to talk well is vital often underestimate the importance of questioning and listening. Hearing, which is an ability that may be difficult to improve, is not the same as listening which is a skill that can be significantly enhanced by training. The type of question can be varied such as those which are open ended to ones those are of probing nature or could be close ended etc. To ensure that the interviwee feels comfortable while talking interviewer must appear to be listening.

SURVEY METHOD
A useful form for gathering data and usually includes information on attitudes. People usually participate if the format is not too lengthy or complex. Few major points to be kept in mind while deciding on survey methods are ; 1. the size and nature of sample

2. Format of questions 3. Exactly how the survey is to be conducted.

APPRAISAL SYSTEMS
Integral part of employee development strategy.Schemes vary from organization to organization , have numerous names but almost all of them have identification of training need as an important component. Most also consider the longer-term career options available to employees, and allow them to express their preferences. It follows that anyone with responsibility for training and development should influence the design of the scheme and ensure that notice is taken of the information generated by it. INCORPORATING IDENTIFICATION NEEDS INTO APPRAISAL SYSTEM 1. Training and development within appraisal 2 . An alternative approach is to link performance appraisal and achievement of objectives to the identification of needs.

 CRITICAL INCIDENT METHOD

Is a set of procedures used for collecting direct observations of human behavior that have critical significance and meet methodically defined criteria. A critical incident can be described as one that makes a significant contributioneither positively or negativelyto an activity or phenomenon.