Tahapan Training Needs Analysis

Summary

In this video, Muhammad Isman discusses the process of Training Needs Analysis (TNA), a vital tool for identifying performance gaps within an organization. He explains the three critical steps: Assess, Identify, and Analyze. TNA involves evaluating the desired versus actual conditions, identifying gaps, and analyzing root causes. He also outlines three types of needs: Perceived, Felt, and Actual, each helping to pinpoint training requirements. Data collection is emphasized to support these analyses, ensuring effective training interventions that align with real organizational needs, ultimately contributing to improved performance.

Takeaways

• 😀 Training needs are identified by those who feel the need for them, and these individuals must be involved and responsible for both the process and results of training.
• 😀 Training needs analysis (TNA) is a critical process that involves three main steps: assessing the current situation, identifying gaps, and analyzing the reasons behind those gaps.
• 😀 The first step in TNA is assessing the gap between the desired state and the actual state. For example, if the desired state is tidiness but the actual state is untidy, we assess the gap between the two.
• 😀 After identifying the gap, the next step is to analyze the cause of the gap, whether it is due to lack of training, knowledge, or poor processes.
• 😀 Not every gap can be addressed by training. In some cases, the solution may lie in improving processes or clarifying standard operating procedures (SOPs).
• 😀 TNA must prioritize the assessment phase because if this step is incorrect, it can lead to wrong identification of gaps and ultimately inaccurate analysis and solutions.
• 😀 Training needs assessments can be categorized into three types: perceived needs, felt needs, and actual needs.
• 😀 Perceived needs are those identified based on someone else's perception, such as a manager or colleague thinking that training is necessary for a team member.
• 😀 Felt needs are those identified by the individual themselves, such as an employee realizing they are not performing optimally and seeking out training to improve.
• 😀 Actual needs are based on data and actual performance. They can combine both perceived and felt needs but are supported by concrete evidence like performance metrics or work results.
• 😀 To effectively assess training needs, relevant data must be collected. This data could include sales results, behavioral assessments, job performance, or skill assessments to identify gaps and determine appropriate training.

Q & A

What is the main topic of this video?

The video focuses on training needs analysis (TNA), discussing its importance and how to conduct it effectively.

What is the principle behind the concept of training needs?

Training needs are identified by parties who feel they are necessary. Once expressed, these parties should be involved in the planning and execution of the training.

What are the three main steps in conducting a training needs analysis?

The three main steps are: 1) Assess (evaluate the current and desired conditions), 2) Identify (recognize the gaps), and 3) Analyze (determine the causes of the gaps).

What does the 'Assess' step in the training needs analysis process involve?

The 'Assess' step involves evaluating the difference between the desired condition and the actual condition to identify any gaps. For example, if the ideal condition is neatness but the actual condition is disorganized, this gap needs to be addressed.

How is the gap identified during the 'Assess' step?

The gap is identified by comparing the ideal condition (e.g., a neat workplace) with the actual condition (e.g., a disorganized workplace). The difference, such as a score gap, indicates the area that needs improvement.

What role does analysis play in the TNA process?

In the analysis step, the causes of the identified gap are explored to determine whether the gap is due to lack of training or other factors, such as inadequate knowledge of standard operating procedures.

What are the three types of training needs assessments mentioned in the video?

The three types of training needs assessments are: 1) Persib needs (assessment based on perceptions), 2) Felt needs (self-assessment based on personal feelings), and 3) Actual needs (assessment supported by actual data).

What is the difference between Persib needs and Felt needs?

Persib needs are based on the perceptions of others, such as a manager’s view of an employee’s skills, while Felt needs are self-assessments where an individual identifies their own perceived weaknesses.

Why is Actual needs considered more reliable than other types of needs assessments?

Actual needs are considered more reliable because they are supported by objective data, such as performance metrics or measurable outcomes, minimizing subjectivity.

How can data be used in the 'Assess' step of training needs analysis?

Data can be used to support the evaluation process by providing objective evidence, such as sales performance data, to highlight areas where training is required, making the assessment more accurate and evidence-based.