Week 3: Training Needs Analysis

Question 1

Define Training Needs Analysis

Answer 1

A process designed to identify gaps or

deficiencies in employee and organizational performance.

Question 2

The focus of TNA is

Answer 2

G A P S between actual performance and

desired performance

Question 3

NEEDS =

Answer 3

Desired Performance - Actual Performance

Question 4

TNA that:
 • Focuses on current performance
problems and
• Begins with an existing discrepency in
job performance
is what kind of TNA

Answer 4

REACTIVE TNA

Question 5

TNA that:
Focuses on anticipated or probable
performance problems in the future
• Prepare employees for transfers, and 
promotions, changes in current jobs
is what kind of TNA

Answer 5

PROACTIVE TNA

Question 6

3 Cautions of Poorly done TNA

Answer 6

1- DOESN’T ADDRESS THE ISSUE / GAP

2. WASTE OF RESOURCES
3. LOSS OF CREDIBILITY

Question 7

True or False - 85% of training requests turn

out to be solvable without training.

Answer 7

True - this is why we need to employ STRATEGIC THINKING, ask questions and act like a consultant

Question 8

Best option if you have Positive Behaviours / High Motivation but Low Skills / Knowledge?

Answer 8

Training in this situation is a good option

Question 9

Best option if you have Negative Behaviours / Low Motivation and Low Skills / Knowledge?

Answer 9

Training is likely not suitable - instead, look at Hiring and company culture

Question 10

Best option if you have Positive Behaviors / High Motivation and High Skills / Knowledge?

Answer 10

Training is likely not the best option - instead, look for other issues I.e. Management, faulty equipment, Lack of opportunity

Question 11

Best option if you have Negative Behaviours / Low Motivation and High Skills / Knowlegde?

Answer 11

Training is likely not the issue, rather look at employee motivation

Question 12

Is training appropriate in issues re:

 Poor performance (knowledge or skill deficiency)
 Lack of basic skills (reading, writing, technology, etc)

Answer 12

Yes

Question 13

Is training appropriate in issues re:

 Insufficient tools, equipment resources
 Poor working conditions
 Not WILLING but able
 Lack of motivation

Answer 13

NO

Question 14

Is training appropriate in issues re:

 Legislation or policies/procedures requiring new knowledge
 New technology

Answer 14

Yes

Question 15

Is training appropriate in issues re:

 Customer request
 Higher performance standards
 New job/task/duties

Answer 15

Yes

Question 16

Is training appropriate in issues re:

 Recruitment and selection is the cause
 Faulty design of total rewards/compensation practices
 Issues with policies and procedures

Answer 16

NO

Question 17

Is training appropriate in issues re:

 Poor management practices
 Poor on-boarding and orientation
 Lack of coaching, feedback and mentoring

Answer 17

NO

Question 18

Is training appropriate in issues re:

 Lack of employee engagement
 Lack of person-organization fit or person-job fit
 Organizational culture

Answer 18

no

Question 19

The Training Needs Analysis Starts with

Answer 19

A Concern

Question 20

Who do you Consult at the beginning of the TNA Process?

Answer 20

Stakeholders

Question 21

In the TNA process, you collect information in what 3 Areas?

Answer 21

1. Organizational Analysis
2. Task Analysis
3. Person Analysis

Question 22

What are some Components of Organizational Analysis?

Answer 22

 Strategic alignment
 Environment
 Resource analysis
 Organizational context
 Training transfer climate
 Continuous learning culture

Question 23

Definition of _______:

The process of obtaining information about a job by
determining the tasks and activities involved and the KSAs required to perform the task.

Answer 23

TASK ANALYSIS

Question 24

The 6 Steps in a Task Analysis Are:

Answer 24

1. Identify target jobs
2. Obtain a job description
3. Develop rating scales (importance, difficulty, frequency)
4. Survey a sample of incumbents
5. Analyze and interpret information
6. Provide feedback on the results

Question 25

Definition of _________: The process of studying employee behaviour and performance to determine whether performance meets standards:

Answer 25

PERSON ANALYSIS

Question 26

The 3 Steps in a Person Analysis:

Answer 26

1. Define the desired performance 2. Determine the gap between desired and actual performance 3. Identify the obstacles to effective performance

Question 27

Needs Analysis Determines these 4 things:

Answer 27

 If T&D is a good solution  Where training is needed in the organization  What type of training is required  Who should receive training

Question 28

TNA also helps (2)

Answer 28

- to write training objectives | - in designing training programs

Question 29

Note: Barriers to Effective Performance and Performance Problems Slide 21 and 22, week 3 - not covered

Answer 29

Note: Barriers to Effective Performance and Performance Problems Slide 21 and 22, week 3 - not covered

Question 30

True or False: Trainers are rewarded for TNA

Answer 30

- False. oftentimes, it is difficult to even convince that TNA is even necessary as managers prefer Action over Analysis

Question 31

True or False: Managers are always correct in knowing who needs training and what type

Answer 31

False. MGRs in general believe that they can identify the training needs without any analysis,

Question 32

What are the Steps in TNA?

Answer 32

Concern - Importance - Consult Stake Holders - Collect Info

Question 33

What are some Needs Analysis Methods?

Answer 33

Observation, surveys, interviews, focus group, tests