SOP Training Need Analysis (Examples & Templates) (Word DOCX)

SOP Training Need Analysis (Examples & Templates)

Contents :
1. Policy of Training Need Analysis
2. Procedures of Training Need Analysis
3. Flowchart of SOP Training Need Analysis
4. Form of Competency Requirements for Each Position
5. Table of Training Needs
6. Training Schedule and Plan

Training needs analysis (TNA) is a systematic process of identifying which kind of training is required and providing the details related to training implementation. It is also known as a tool to identify the new skills, knowledge, and attitudes that employees need to acquire in order to improve performance.

TNA helps organizations to find out the gap in terms of skills and training in their existing employees to perform the current and upcoming Jobs efficiently. The Training Manager uses the Analysis very carefully to design the right Training program to meet the skill and training requirements of the employees to enhance productively and ultimately achieve the goals and objectives set by the organization.

TNA is often referred to as learning needs analysis in the human resource department. The training needs to reflect that there are lots of ways to perform a job and thus a huge opportunity of learning to work. The analysis is all about the gap in the skills and knowledge and how the HRM department can help to bridge the gap.

HRM department always puts focuses on the idea that a constant learning process is good for employees. It keeps their skills updated and improves their performance. The training needs analysis implies the analysis of skill improvement required to perform the current or future job with great excellence.

Every leader or manager of the organization wants their employee to perform better and reach their optimum. In order to achieve the set goals and improve the productivity of the organization, it is important that employees have full capabilities and competencies to perform their assigned job.

Fundamentally the role of training needs analysis in HRM is to understand the difference between the current and desired performance of the employee and provide information about-

1. Which employee needs training?
2. What kind of training is required?
3. How a company can design an effective training program for such employees?
4. What will be the impact of this training on the performance of the employee?
5. What will be the cost and resource requirement of these training programs?
6. Training needs analysis is always considered a first step toward helping an employee to improve their output at work. The requirement of training needs analysis is to

Understand the performance improvement needed by the organization
1. To relate this performance improvement with required skills, capabilities, and competencies
2. To figure out the exact course work or skill set training program employees need to attend
3. To design the appropriate training program to bridge the gap between the present productivity of the organization and desired output.

Regards,

UJ Consulting