Training Needs Analysis
Training Needs Analysis
Duration: 36m | .MP4 1280x720, 30 fps(r) | AAC, 44100 Hz, 2ch | 432 MB
Genre: eLearning | Language: English
Duration: 36m | .MP4 1280x720, 30 fps(r) | AAC, 44100 Hz, 2ch | 432 MB
Genre: eLearning | Language: English
Helps trainer to identify the requirements and design a successful training program.
What you'll learn:
Explain the Training Cycle
Explain the What is meant by Training Needs Analysis
Explain Why Training Needs Analysis
Describe the Factors to consider in TNA
Explain Knowledge, Skills & Abilities (KSAs)
Explain Various Training & Development Perspectives
List the Components of a Training Needs Analysis Report
Explain the Steps for Training Needs Analysis
Explain the Importance of Learning Styles for TNA
Explain the Factors for Design & Delivery Strategy
Requirements:
No prior knowledge is necessary.
Description:
Identify and distinguish the problems or issues impacting the business operations and performance. You must keep in mind that not every one of the recognized problems or issues can be solved by means of training. Prioritize and organize the identified or distinguished needs and create training goals. Develop and create the training content.
Training plays a pivotal role in the development of any individual. In today’s competitive world, organizations should build and sustain competencies that provide competitive advantage. Today’s world is an era of knowledge where human beings are valued greatly as high-value assets. In growing & evolving organizations, training and development helps provide the needed response to changing environment. Training and development plays a pivotal role in the continuous learning process that is required for human development. It helps an individual to develop one’s personality, hone one’s skills and enhance efficiency.
The most frequent reason for trainings to fail is when trainers are not familiar with a topic and tend to read directly from a text book.
This makes the training extremely monotonous and unappealing to the learners.
They do not perceive any value addition through the training being imparted and hence tend to get disengaged which ultimately leads to greatly reduced retention of information.
Training should provide opportunities for repetition of the learning. It should fulfil the organization’s purpose of training the employees to meet organizational goals. Training should motivate the learner. Training should invite active participation of the learner. It should provide continuous and constructive feedback to learner.
The training should include a proper and effective Training & Development Plan and ways for its successful implementation. The training should try to include away-from-the-job training opportunities. The training should try to include On-the-Job Training (OJT) opportunities. Training should provide opportunities for application of learning. The delivery of training should be done in an open, efficient and consistent manner.
Who this course is for:
This course is good for management learners and people who want to learn about Training Needs Analysis
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