In addition to enhancing knowledge and skills, measuring training effectiveness has proven to be an important tool to boost employee engagement and retention. ... Organizations should ensure that employees can demonstrate a positive impact of training through improved productivity and overall skill development.

1. Dr. Hitesh Katyal
Director
Training Need
Assessment

2. Training: Crucial Facts
 Ineffective training can cost a business $13.5 million per
year per 1000 employees
 Only 38% of managers believe that their training
programs meet learner’s needs
 75% of corporations don’t design training with a purpose
and the major reason why corporate training fails
(Austin, Founder, Expert Knowledge)
 74% of employees fear about not reaching their full
potential and wants to be trained

3. Training Need Assessment (TNA): Benefits
 Identify performance gaps
 Aligns training with organizational objectives
 Determines the ‘Where’, ‘What’, ‘Who’ factors of training
 Benchmark for training evaluation
 Reduces the risk of training failure
 Manages training budgets effectively
 Higher impact on employees
 Helps in development of new strategies

4. Tools of Training Need Assessment
 Survey
 Focus groups
 Interviews
 Performance appraisal
record assessments
 Priority scale for
employee skills

5. Survey: A Tool of TNA: Procedure
 Identify your objective
 Set the parameters of your survey
 Match your questions to your objectives
 Difference between open and closed questions
 Include demographic questions
 Pay attention to question order
Keep survey to the point

6. Survey: Do’s & Don’ts
DO’S OF A SURVEY DON’T’S OF A SURVEY
1. Survey should be properly
planned
1. Not too many questions should
be included
2. Use the right scale 2. No sensitive questions
3. Helps the organisation achieve
certain goals
3. Don’t look for what you
already see
4. Questions should be to the
point
4. Never survey without acting
5. Involve employees, especially
the powerful ones in the survey
5. Avoid agree-disagree scales

7. Survey: Advantages & Disadvantages
ADVANTAGES DISADVANTAGES
1. Affordable means to collect data 1. Respondents are not 100% truthful
2. Offer a quick way to get results 2. Questions are difficult to analyse
3. Information can be collected from
a large group
3. Lack of personalization
4. Offer actionable data 4. Some questions can be left
unanswered
5. Practical way of collecting
information
5. Survey response fatigue
6. Easy analysis and visualization 6. Unsuitable for some users,
impairment issues

8. Performance Appraisal Records:
A Tool of TNA: Procedure
 Establish performance standards
 Communicate performance expectations to
employees
 Measure actual performance
 Compare actual performance with the
standards
 Discuss the appraisal with the employees
 Initiate corrective action

9. Performance Appraisal Records:
Do’s & Don’ts
DO’S DON’TS
1. Helps identify the employees
which need training
1. Don’t make it a personality
assessment
2. Motivates the employees 2. Salary should not be mixed with
performance
3. Make it interactive, involve
employees
3. Feedbacks should be given and
not grading
4. Keep a paper trail 4. Do not jump to conclusions
5. Focus on areas of improvement 5. Hire an external person

10. Performance Appraisal Records:
Advantages & Disadvantages
ADVANTAGES DISADVANTAGES
1. Learned skills can easily be
demonstrated
1. Difficult to judge on student
learning
2. Interesting assignments 2. Time consuming and labour
intensive
3. Instructional feedback
provided
3. Costlier than other tools
4. Measurement of multiple
concepts and objectives
4. Requires careful training of
trainers
5. Active student learning 5. Ratings can be more subjective
6. Promotes student creativity 6. Relies on specific skills

11. Focus Group:
A Tool of TNA: Procedure
 Get the right people in the room
 Partner with a professional recruitment
agency
 Develop a sound series of questions
 Appoint a moderator
 Choose the right atmosphere
 Identify what you learned

12. Focus Group:
A Tool of TNA: Do’s & Don’ts
DO’s OF FOCUS GROUP
DISCUSSIONS
DON’T’s OF FOCUS GROUP
DISCUSSIONS
1. Be confident 1. No untrained trainer should be
hired
2. Listen carefully and attentively
to the subject
2. No biasness
3. Know more about the
employees
3. Place should not be crowded
4. Performance gaps can be
identified
4. Don’t allow observers to
interfere
5. Be careful while conducting 5. Don’t pick an unrealistic time

13. Focus Group:
A Tool of TNA: Advantages & Disadvantages
ADVANTAGES DISADVANTAGES
1. Discussions lead to valuable
output
1. May not be representative of
entire target market
2. Organisations can see
research ‘in action’
2. Difficult to get honest insights
3. Data is gathered quickly 3. Data analysis is time consuming
4. Dynamic discussion stimulates
the thoughts
4. Researcher may have difficulty
in conducting
5. Inexpensive and fast method 5. Recording data is difficult
6. Form of qualitative research 6. Moderator biasness

14. Implementation of Recommended Tools
Blocking the dates
Mobilizing the resources
Managing the contingencies
Executing the program

15. Employee Performance Dashboard
0
1
2
3
4
PARUL RAGHAV SIMRAN ADITI NOOR ADITYA KANISHKA TANYA
4 4 4 4
3 3
4 4
EMPOLYEE AVERAGE
0
5
4
3
4
3 3
4
3
4
3
4 4 4 4
SKILL AVERAGE

16. Mb: 9781925257
Email: thegrowthfact@gmail.com
www.thegrowthfactor.in
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