Training Needs

It exists when the actual condition differs from the desired condition in the human, or people aspects of organization performance.
More specifically, it covers the range of human knowledge, skills and attitudes that can bring about the desired performance and change in behavior.

It is the gap between the present or actual performance and the preferred performance that can be narrowed through training.

It is an outline of desired skills and abilities to be developed over time to improve the performance of the organization.

may be due to:

PROBLEM IMPROVEMENT MAINTENANCE NEEDS Needs are examined in the context of the organization, job or position and the individual jobholder.

Importance of Identifying
1. Avoids training programs for training programs sake. 2. Makes evaluation of training easier. 3. Easier to sell training to management and trainees. 4. Makes training content relevant and systematic. 5. Basis for future development activities.

We Need to Determine For Various Reasons: 1. To enable people to be more productive in their present jobs and be ready for bigger or more responsibilities.

2. The success of the organization requires that everyone perform at his optimum level.

We Need to Determine For Various Reasons: 3. All GOOD people, regadless of organization level, can do a good job, want to do a good job and will do a good job if they are given a choice.

4. Time, money and effort can be wasted through training that is not based on valid present or emerging needs.

Getting C L U E S to

Kinds of
Training Needs may be categorized in terms of those which:
An individual has A group / team has Must be met immediately Can be met in the future Call for formal training activities Call for informal training activities Call for on-the job instruction

Kinds of
Training Needs may be categorized in terms of those which:
Call for off-the-job instruction The company can meet best within itself The company can meet best through outside resource The individual can meet only by himself The individual can meet only in concert with others.

1. To find out what the present level of performance is. 2. To determine why present performance is what it is. 3. To find out who the trainees are.

4. To asess the organization climate or work environment within which the trainee operates. 5. To examine the systems and procedure employed with a view towards identifying ways of working smarter instead of harder.

6. To establish behavioral objective. 7. To establish guidelines and make decisions regarding the kind of training to be done. 8. To involve line managers and others whose support and inputs are important to the success of your training efforts.

I. SYSTEM MAPPING

II. ISSUE IDENTIFICATION CONDUCT NEEDS ASSESSMENT ANALYZE DATA

III.
CLARIFICATION & STATEMENT OF NEED PRIORITIZE NEEDS
DEVELOPING TRAINING GOALS AND OBJECTIVES

COMMITMENT FROM TOP IDENTIFY INDICATIONS

DESIGN INSTRUMENT & PROCESSING FOR DATA COLLECTION

Behavioral Objective

 A way of describing the desired results of a training course in terms of what the trainee should be able to do at the end of the training. It must be stated clearly and precisely so that everyone who reads it will know exactly what the desired outcome of the training program is.

Why Use
The main advantage of behavioral objectives is their exactness in giving directions to the training course. Clearness of goals also makes it easier for trainers to communicate among themselves and cooperate on a training program.

Why Use
Behavioral objectives are actionoriented since they focus on what the trainee should be able to do after the training program.

Behavioral objectives are peopleoriented since they focus on the learner.

Why Use
Behavioral objectives are productivty-oriented since they focus on performance levels and standards the trainee is expected to achieve after the training program. Behavioral objectives are results-oriented since they anchored on the vision, mission, values, goals and objectives of the organization.

Writing

Behavioral Objectives