Training Needs Analysis Framework

 Organizational Analysis
 Looks at the internal environment of the organization, influences that
could affect employee performance to determine its fit with organizational
goals and objectives.
 It examines how the internal environment affects job performance.
 It focuses on the strategies of the organization, the resources in the
organization, the allocation of these resources and the total environment.
 An organizational analysis, should provide the following information:
 Mission and strategies of an organization.
 The resources and allocation of the resources, given the
objectives.
 Any factors in the internal environment that might be causing the
problem.
 Operational or Task Analysis
 It examines the specific jobs to determine the requirements (KSAs)
necessary to get the job done (expected job performance).
 It uses the job analysis technique for obtaining the task and KSA data
required to meet expected job performance.
 It examines the job descriptions and specifications to provide necessary
information on expected performance and the skills the employees need
to accomplish their work.
 A good operational or task analysis identifies:
 Task that have to be performed
 Conditions under which tasks are to be performed
 How often and when tasks are performed
 Quantity and quality of performance required.
 Skills and knowledge required to perform tasks.
 Where and how these skills are best required.
 Persons or individual Analysis
 It examines those who occupy the jobs to see whether they possess the
required KSAs necessary to do the job.
 Sources of Information: performance appraisal or evaluation, self-ratings,
proficiency tests, cognitive tests, behavioural tests, attitude measures,
 performance problems, observations report, work samples, interview,
checklists or training progress charts.
Output of Training Needs Assessment
 Nontraining Needs – it includes needs that show no KSA deficiency and those
characterized by a KSA deficiency but for which training is not the nest solution.
 Nontraining needs have no KSA deficiency:
1. These performance gaps are not result of a lack of KSA, but result of
a. Reward/punishment incongruences
b. Inadequate or inappropriate feedback
c. Obstacles in the system
 Nontraining Needs that have KSA deficiency:
a. Job Aids – set of instructions, diagrams or other form of providing
information that is available at the job site. Its purpose is to provide
guidance to the worker.
b. Practice
c. Change the job itself
 Training Needs – are performance gap that result from employee lack of KSA
and for which training is a solution.
 Classification of Training Needs
According to Job:
a. Conceptual training Needs
b. Skills training needs
c. Behavioural or Attitudinal training needs

In terms of people:

a. Rank and file training needs