List of various training programmes in Organizatoins

[supercool]

There are a number of sources for training needs identification.

Appraisal
Assessment Centres
Audit
Critical Incidents
Induction Training
Internal promotions
Internal transfers
New equipment usage requirements
New legislation [ like safety / environment etc]
New markets entry
New procedures introduction
New products launch
New standards set up
New systems set up
Other training events could reveal gaps
Performance Management system
S****s shortages
Succession Planning
direct observation
knowledgeable sources external to the organization
questionnaires
consultation with persons in key positions, and/or with specific knowledge
review of relevant literature
interviews [ staff / managers]
focus groups
tests
records & report studies
work samples
production statistics analysis
SALES STATISTICS ANALYSIS
job descriptions changes
performance reviews
exit interviews
HR Accounting
Appraisal OF S****s Training
Business Strategy CHANGES
Career Development PLAN CHANGES
Change Management PROGRAMS
Coaching PROGRAMS
Consulting – Internal and External COULD REVEAL GAPS
Continuous Improvement PROGRAMS COULD REVEAL GAP
Customer Service GAPS
Diversity INTRODUCTION
Human Resource Development PROGRAMS
Personal Efficiency GAPS
Stress IMPACT ON THE JOBS.
POOR SUPERVISION
POOR TEAM WORK
POOR WORK / Time Management
LACK OF Workplace Safety
Workplace Violence


Internal Sources
Activity logs
Appraisal documents
Current employees
Customer feedback
Desk analysis
Employee satisfaction surveys
Focus groups
Health and Safety audits
Interviews
Management information systems
Personal Development Plans
Observation
Questionnaires
Personnel records
Sales figures
Sales personnel
Training records
External Sources
Consultants
Industry conferences
Industry journals
Libraries
Learning and S****s Councils
Newspapers
Professional journals
Trade magazines

================================================== ==

There are three levels of needs assessment: organizational analysis, task analysis and
individual analysis.


1.Organizational analysis looks at the effectiveness of the organization and determines
where training is needed and under what conditions it will be conducted.

The organizational analysis should identify:
•
Environmental impacts (new laws such as OSHA, etc.).
•
State of the economy and the impact on operating costs.
•
Changing work force demographics and the need to address cultural or language
barriers.
•
Changing technology and automation.
•
Increasing global/world market places.
•
Political trends such as ***ual harassment and workplace violence.
•
Organizational goals (how effective is the organization in meetings its goals),
resources available (money, facilities; materials on hand and current, available
expertise within the organization).
•
Climate and support for training (top management support, employee willingness
to participate, responsibility for outcomes).
The information needed to conduct an organizational analysis can be obtained from a
variety of sources including:
•
Organizational goals and objectives, mission statements, strategic plans.
•
Staffing inventory, succession planning, long and short term staffing needs.
•
S****s inventory: both currently available and short and long term needs,
organizational climate indices: labor/management relationships, grievances,
turnover rates, absenteeism, suggestions, productivity, accidents, short term
sickness, observations of employee behavior, attitude surveys, customer
complaints.
•
Analysis of efficiency indices: costs of labor, costs of materials, quality of
products, equipment utilization, production rates, costs of distribution, waste,
down time, late deliveries, repairs.
•
Changes in equipment, technology or automation.
•
Annual report.
•
Plans for reorganization or job restructuring.
•
Audit exceptions; reward systems.
•
Planning systems.
•
Delegation and control systems.
•
Employee attitudes and satisfaction.
================================================== ======
2. Task analysis provides data about a job or a group of jobs and the knowledge, s****s,
attitudes and abilities needed to achieve optimum performance.
There are a variety of sources for collecting data for a task analysis:
•
Job description-- A narrative statement of the major activities involved in
performing the job and the conditions under which these activities are performed.
If an accurate job description is not available or is out of date, one should be
prepared using job analysis techniques.
•
KSA analysis-- A more detailed list of specified tasks for each job including
Knowledge, S****s, Attitudes and Abilities required of incumbents.
•
Performance standards-- Objectives of the tasks of the job and the standards by
which they will be judged. This is needed to identify performance discrepancies.
•
Observe the job/sample the work.
•
Perform the job.
•
Job inventory questionnaire-- Evaluate tasks in terms of importance and time
spent performing.
•
Review literature about the job-- Research the "best practices" from other
companies, review professional journals.
•
Ask questions about the job-- Of the incumbents, of the supervisor, of upper
management.
•
Analysis of operating problems-- Down time, waste, repairs, late deliveries,
quality control.
===========================================

3. Individual analysis analyzes how well the individual employee is doing the job and
determines which employees need training and what kind.
Sources of information available for a individual analysis include:
•
Performance evaluation -- Identifies weaknesses and areas of improvement.
•
Performance problems -- Productivity, absenteeism or tardiness, accidents,
grievances, waste, product quality, down time, repairs, equipment utilization,
customer complaints.
•
Observation -- Observe both behavior and the results of the behavior.
•
Work samples -- Observe products generated.
•
Interviews -- Talk to manager, supervisor and employee. Ask employee about
what he/she believes he/she needs to learn.
•
Questionnaires -- Written form of the interview, tests, must measure job-related
qualities such as job knowledge and s****s.
•
Attitude surveys -- Measures morale, motivation, satisfaction.
•
Checklists or training progress charts -- Up-to-date listing of current s****s.