Training Needs Analysis (Managing Training & Development)

7/23/2019 Training Needs Analysis (Managing Training & Development)

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Training Needs AnalysisTraining Needs Analysis

(Managing Training & Development)(Managing Training & Development)

PT. Menara Kadin Indonesia

Jakarta, 23 24 September 2010


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NO KEGIATAN WAKTU

1 Overview : Hari PertamaTraining Program di dalam

Perusahaan

09.00 10.00

. .

" #un$h %rea& 12.00 1".00

' #atihan

1. Pen(usunan uri&ulum2. Men(usun e!utuhan Pelatihan

1".00 ) 1*.00

* Overview : +valuasi Pelatihan 1*.00 1,.00

2


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NO KEGIATAN WAKTU

1 Overview : Hari edua+valuasi Pelatihan -#anutan/

09.00 10.00

2 Pengenalan Proses +valuasi 10.00 12.00

Pelatihan dan Taha)TahaPela&sanaann(a

" #un$h %rea& 12.00 1".00

' #atihan : tudi asus 1".00 ) 1*.00

* Penutu 1*.00 1,.00"


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1. 8is$uss the s(stems aroa$h to training anddeveloment.

2. 8es$ri!e the $omonents o training)needs

ana (s s". 5denti( the rin$iles o learning and des$ri!e

how the( a$ilitate training.

'. 8is$uss the advantages and disadvantages ovarious evaluation $riteria.

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The Human Resources contribution...The Human Resources contribution...

On Training Management ?On Training Management ?

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Business partners ?Chane aents ?

DiDi dalamdalam kwadrankwadran yangyang ManaMana AndaAnda sudahsudah berperanberperan didi dalamdalammenjalankanmenjalankan fungsifungsi HR ?HR ?

A!ministrati"e

specia#ists ?Emp#o$ee a!"ocates ?

David Ulrich HR Champions: The Next Agenda for Adding Value & Delivering Results, 1996

,T34M54Mira 6 7 %udi


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Long Term

DevelopmentPlan

5 YearsBusiness

Policy

1 Year

Business Plan

Man PowerPlanning

OrganizationalReview

HumanResourceStrategy

OrganizationalStructure

SuccessionPlan

ORGANIZATION

MAP : INTEGRATED HR SYSTEM

and Selection

OrientationMovement and

Placement

Performance

Management

Career

ManagementRetirement

COMPENSATION & REWARD MANAGEMENT

BELIEF SYSTEMEMPLOYEE RELATIONS

INFORMATION SYSTEM

People Review

People

Development

Assignment TrainingSelf

Development

INDIVIDUAL

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The bier pictureThe bier picture

Organisational performance

Employee performance

Employee Skills, Knowledge and Attitudes

Employee education, experience and training

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%$stems &o!e# o' Trainin%$stems &o!e# o' Trainin

Phase

One:

Phase

Two:

Phase

Three:

Phase

Four:

Needs Assess-ment

Design Implemen-tation

Evaluation



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Nee!s AssessmentNee!s Assessment

OrganizationalAnalysis

Task Analysis

Person Analysis



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Organization AnalysisOrganization Analysis

Examination of the environment,

strategies, and resources of the

organization to determine where

training emphasis should be placed



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Task AnalysisTask Analysis

Process of determining what the content

of a training program should be

on the basis of a study of the tasks

and duties involved in the job

1"T34M54Mira 6 7 %udi


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Competency AssessmentCompetency Assessment

Analysis of the sets of skills

and knowledge needed

for decision-oriented and

knowledge-intensive jobs

1'T34M54Mira 6 7 %udi


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Person AnalysisPerson Analysis

etermination of the specific

individuals who need training

1*T34M54Mira 6 7 %udi


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%ources o' in'ormation 'or

Orani(ationa# Ana#$sis)1. Organiases in o!

'. Perorman$e 3raisal ?esult

*. Other o!sta$les



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our$e o inormation in

Person 3nal(sis:1. Perorman$e 3raisal ?esult

2. @uestionnaire

Three Level in TNA :Three Level in TNA :

. o$us rou

'. 5nterview

*. O!servation

. Personalit( 7 >hara$ter result test

,. Ps($hologi$al test

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+e'ine+e'ine the prob#emthe prob#em

E!"#E PE#$%#&A'(E )%ptimals*

+escribe +iscrepanc$

,. -

- A(+A PE#$%#&A'(E )Actuals*

. P%!!"/E +#A"'"'0 'EE

1;T34M54Mira 6 7 %udi


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Need Analysis (GAP) :

Element of Performance Analysis :Element of Performance Analysis :

&a/or Accomp#ishments 0 Responsibi#it$

1 - 2

Output 0 Resu#ts

&EA%URE%

1 -

Tas*s

1 -

K % A 1 -

+E3ICIENCIE%

1 -

+E3ICIENC4 CAU%E%

,er'ormer Wor* En"ironment

+E3ICIENC4 CAU%E%

,er'ormer Wor* En"ironment

. Kno5#e!e or %*i##

1. Aptitu!e or Abi#it$

. Too#s or E6uipment1. ,roce!urs or ,o#icies-. 7ac* o' 3ee!bac*



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+esinin Trainin ,rorams+esinin Trainin ,rorams

Instructiona#Ob/ecti"es

Trainee Rea!inessan! &oti"ationIssues in

Characteristics o'%uccess'u# Trainers

,rincip#es o' 7earnin

Trainin+esin



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Instructional ObjectivesInstructional Objectives

esired outcomes of a training program



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,rincip#es o' 7earnin,rincip#es o' 7earnin

Principles

of Learning



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Cer!al 5normationtateD tellD des$ri!e stored inormation

5ntelle$tual &ills3l( $on$ets to solve ro!lems

Motor &ills

+Ee$ute a h(si$al a$tion 3ttitudes>hoose a ersonal $ourse o a$tion

>ognitive trategiesManage thin&ing 7 learning ro$esses

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?einor$ement Theor(

o$ial #earning Theor(

Boal etting Theor(

eed Theor( 3dult #earning Theor(

5normation Pro$essing Theor(

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3nal(sis 4 3ssessment ?oles

?esear$herD needs anal(stD evaluator 8eveloment ?oles

Program designerD materials develoerD evaluator

trategi$ ?olesManagerD mar&eterD $hange agentD $areer $ounselor 5nstru$tor 4 Aa$ilitator ?oles

#eaderD te$hnolog( se$ialistD tea$herD $ounselor

3dministrator ?olesProe$t 4 a$ilities managerD $ost)!eneit anal(st

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Aen!aAen!a

. &easurin the E''ecti"eness o' Trainin

,roram

1. &easurin 8Return on In"estment9 o'Trainin

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a1 &emastikan kurikulum tercapai dan mendukung kebutuhan bisnis

b1 &enentukan apakah hasil training atau perubahan perilaku dari

trainin mendukun bisnis atau un alasan untuk berubah

c1 &engukur benefit dan cost dari pelaksanaan training

d1 &embantu management mengidentifikasi gap dan memberikan alat

bagi management untuk menentukan kelangsungan training

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%eore Training

8uring Training

3ter Training



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uerior 4

Management

Parti$iantsH?8

Training+valuation

)>hange Aa$ilitator

) Program uorter) Program Owner

) 5mlementers

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3. Measuring te Effe!tiveness of3. Measuring te Effe!tiveness of

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r a n gra n g rogramrogram


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Trainin

Nee!Ana#$sis

TraininOb/ecti"es Trainin+e#i"er$

Trainin

E"a#uation

Trainin ,rocessTrainin ,rocess

6hat are

the training

needs or

this ersonand4or o!F

O!e$tive

should !e

measura!le

ando!serva!le

Te$hniGues

in$lude on)

the)o!)

trainingD a$tionlearningD et$.

Rea$tion

7earning

Behavior

Results



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The 3our 7e"e#s o' E"a#uationThe 3our 7e"e#s o' E"a#uation

#evel 1 ) ?ea$tion

#evel 2 ) #earning

#evel " %ehavior

3li$ation

#evel ' %usiness

5ma$t

our e"e sour e"e s

o' Trainino' Trainin

E''ecti"enessE''ecti"eness

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+valuate trainees rea$tions to the

rogram. 8id the( li&e therogramF 8id the( thin& it

worthwhileF

7e"e# 7e"e# :: ReactionReaction


Test the trainees to determine i

the( learned the rin$ilesD s&illsD

and a$ts the( were to learn.

7e"e# 17e"e# 1 :: 7earnin7earnin

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3s& whether the trainees !ehavior on the o! $hanged

!e$ause o the training rogram.

7e"e# -7e"e# - ;; Beha"iorBeha"ior

App#icationApp#ication


6hat inal results were a$hieved in terms o the

training o!e$tives reviousl( setF 8id the num!er o

$ustomer $omlaints a!out emlo(ee droF 8id the

ree$t rate imroveF 6as turnover redu$edF

7e"e# 27e"e# 2 ;; BusinessBusiness

ImpactImpact

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%%

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1. Mengu&ur ting&at &euasan eserta terhada ela&sanaanrogram dan en(usunan lan a$tion

2. 3a&ah eserta men(u&ai rogram terse!utF 3a&ah esertamerasa !ahwa rogram terse!ut !ermanaatF

Memenuhi haraan mere&a atau tida&F

". Pela&sanaan engu&uran umumn(a dila&u&an dengan modelengisian evaluation sheet ada saat a&hir rogram

'. Program evaluasi dan er!ai&an untu& ela&sanaanselanutn(a (ang le!ih !ai&

";T34M54Mira 6 7 %udi


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?elevansi 5si Program Pelatihan

%ahan)%ahan Program Pelatihan Tugas dan #atihan

Metode en(amaian

ner a nstru tur atau as tator

Aasilitas dan #ing&ungan elas

?ating e$ara eseluruhan

aran er!ai&an

Masu&an)Masu&an #ainn(a Plan 3$tion dari hasil elatihan



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,#an Action )

?en$ana imlementasi ditemat &era masing)masing

Merua&an suatu tam!ahan. 3&an tetai i&aa&an dila&u&an engu&uran samai # "D ma&alan a$tion merua&an suatu &eharusan

'0T34M54Mira 6 7 %udi

C t hC t h


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ContohContoh



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1. Mengu&ur ening&atan &nowledgeD s&illsD 7

attitude2. 3a&ah eserta memelaari aa (ang

". Pengu&uran level ini dengan $ara

mem!anding&an s&or re 7 ost test

'. uesioner untu& re 7 ost training menga$u ada tuuan elatihan

'"T34M54Mira 6 7 %udi


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Aeed!a$& @uestionnaires Test Tertulis -Post test/ #atihan Perorman$e 8emonstrasi

O!servation

Aa$ilitator 4 >oa$h O!servation Peer 3ssessment el)3ssessment &ills4>oniden$e %uilding

+Eer$ises Penugasan

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G i! #i ' # i 7 iG i! #i ' # i 7 i


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Gui!e#ines 'or E"a#uatin 7earninGui!e#ines 'or E"a#uatin 7earnin

Experimental Group Control Group

Pre Test Score 45 46

Pretest and Posttest $ores on >hange Management Training

Example :

ost est core

Gain 10 2


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1. Mengu&ur ela&sanaan dan eru!ahan erila&udalam ela&sanaan e&eraan

2. 3a&ah eserta memelaari ilmu !aru danmengguna&ann(aF

. en a an a u an o e atasan (ang ersang utandan ollow u dari lan a$tion

'. Perorman$e >ontra$tD 7 5ndividual Perorman$eO!e$tiveD $riti$al in$ident

*. Monitoring dari iso#ate trainin impact

',T34M54Mira 6 7 %udi


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Aield O!servation Aollow)I @uestionnaires

Post)Training 5nterviews

Ao$us Brous 6or& 3ssignments

Perorman$e Monitoring

Perorman$e Metri$s el)3ssessment

';T34M54Mira 6 7 %udi

Example of Survey to Measure Behavior ApplicationExample of Survey to Measure Behavior Application


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Example of Survey to Measure Behavior ApplicationExample of Survey to Measure Behavior Application

Instruction:

The o!e$tive o this Guestionnaire is to determine the eEtent to whi$h those who attended the

re$ent rogram on #eadershi have alied the rin$iles and te$hniGues that the( learned

there to the o!.

>ir$le the answer that (ou $onsider aroriate or ea$h Guestion.

* J Mu$h more ' J More " J ame 2 J #ess 1 J Mu$h less

Understanding and Motivating

1. Trying to understand my subordinates 5 4 3 2 1

2. Listening to my subordinates 5 4 3 2 1

3. Praising good work 5 4 3 2 1

4. Talking with subordinates about

their family and personal interests

5. Asking my subordinates for their ideas 5 4 3 2 1

6. Applying "Management by Walking Around" 5 4 3 2 1

Time and energy spent after the prgram

compared to time and energy spent before

the program

5 4 3 2 1


,er'ormance In!icators,er'ormance In!icators


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HAR+ +ATA IN+ICATOR%

K 8owntime duration

K um!er o dee$t rodu$ts

K ales volume

K ro u$t on un t

K >ustomer satisa$tion indeE

K ?esonse time to orders

K um!er o a$$idents at wor&

K Others

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%O3T +ATA IN+ICATOR% =intanib#e impacts>

K =o! satisa$tion

K >ondu$ive wor&ing relationshi

K tress rate

K @ualit( in de$ision)ma&ing


Eamp#e ) &easurin Trainin Resu#tsEamp#e ) &easurin Trainin Resu#ts


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a p e ) easu a esu tsa p e ) easu a esu ts

150.00

200.00,roram ) T@&T@&

TraininTrainin

Resu#ts a'ter --

months o' traininmonths o' trainin

1 units

0.00

50.00

100.00

num er o e ects

!roppe! to

units0!a$

units

Be'ore traininBe'ore trainin A'ter traininA'ter trainin


Eamp#e ) &easurin Trainin Resu#tsEamp#e ) &easurin Trainin Resu#ts


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30.00

40.00

50.00

p p

,roram )

%a#es Trainin%a#es Trainin

Resu#ts a'ter --

months traininmonths trainin

number o' sa#es er

- units

0.00

10.00

20.00

sa#esman increase to- units0month.

1 units

Be'ore traininBe'ore trainin A'ter traininA'ter trainin

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. Measuring 'eturn on. Measuring 'eturn on

T34M54Mira 6 7 %udi *'

nves men o ra n ngnves men o ra n ng

7e"e# D ) Return on In"estment o' Trainin7e"e# D ) Return on In"estment o' Trainin


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7e"e# D ) Return on In"estment o' Trainin7e"e# D ) Return on In"estment o' Trainin

7e"e# : Reaction

7e"e# 1 : 7earnin

;

App#ication

7e"e# 2 ; Business

Impact

7e"e# D ; Return on

In"estment o'

Trainin

**T34M54Mira 6 7 %udi

i i ' # i ' # ! # ii i ' # i ' # ! # i


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Criteria 'or %e#ectin ,rorams 'or 7e"e#s 2 an! D E"a#uationCriteria 'or %e#ectin ,rorams 'or 7e"e#s 2 an! D E"a#uation

K 5mortan$e o the rogram in meeting the organiost o the rogram

K Cisi!ilit( o the rogram

K i


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Bene'its o' ROI o' TraininBene'its o' ROI o' Trainin

K Measure $ontri!ution

K et riorities

K Ao$us on results

K 3lter management er$etions o training

*,T34M54Mira 6 7 %udi

ROI o' Trainin &o!e#ROI o' Trainin &o!e#


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ROI o' Trainin &o!e#ROI o' Trainin &o!e#

Co##ectCo##ect

+ata+ata

Iso#ate the E''ectsIso#ate the E''ects

o' Trainino' Trainin

Con"ert +ata toCon"ert +ata to

&onetar$


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Net ,roram Bene'itsNet ,roram Bene'its

,roram Costs,roram Costs

ROI FROI F

ExampleExample ::

KK Costs per proram =1D participants>Costs per proram =1D participants> D D

KK Bene'its per proram =st $ear>Bene'its per proram =st $ear> 1-1D1-1D

1-1D 1-1D ;; DD

D D

ROI FROI F

ROI F ROI F *9T34M54Mira 6 7 %udi

. Co##ectin +ata. Co##ectin +ata


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. Co##ectin +ata. Co##ectin +ata

K I!enti'$ appropriate per'ormance

in!icators =output time 6ua#it$

cost>

Co##ectCo##ect+ata+ata

K +e"e#op a co##ection p#an


Eamp#e o' ,er'ormance In!icatorsEamp#e o' ,er'ormance In!icators


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K Inits rodu$ed

OutputOutput

K +Guiment downtime

TimeTime

K 5tems sold

K ew a$$ounts oened

K Produ$tivit(

K 5nventor( turnover

K +t$.

K Overtime

K Time to roe$t $omletionK Pro$essing time

K ?eair time

K #ost time da(s

K +t$

1

Eamp#e o' Har! In!icatorsEamp#e o' Har! In!icators


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K Init $osts

CostCost

K $ra

@ua#it$@ua#it$

K Caria!le $osts

K Overhead $osts

K Oerating $osts

K um!er o $ost redu$tion

K +t$.

K 6aste

K ?ee$tsK +rror rates

K ?ewor&

K Produ$t dee$ts

2

Eamp#e o' ,er'ormance Resu#tsEamp#e o' ,er'ormance Resu#ts


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KK %ome per'ormance resu#ts a'ter trainin proram)%ome per'ormance resu#ts a'ter trainin proram)

K $ra was redu$ed rom 11 L to ,.' LK 3!senteeism was redu$e rom , L to ".2* L

K The annual turnover rate was redu$ed rom "0 L

to 1 L

K #ost time a$$idents were redu$ed 9* L

"T34M54Mira 6 7 %udi

1. Iso#atin the E''ects o' Trainin1. Iso#atin the E''ects o' Trainin


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UsinUsin

Contro# GroupContro# Group

Tren!Tren!et o s toet o s to

Iso#ate the E''ectsIso#ate the E''ectso' Trainino' Trainin

7ines7ines

,articipants,articipants

EstimateEstimate

%uper"isors o'%uper"isors o'

,articipants,articipants

EstimateEstimate'T34M54Mira 6 7 %udi

Iso#atin the E''ects o' TraininIso#atin the E''ects o' Trainin


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UsinUsin

Contro#Contro#GroupGroup

K 3 $ontrol grou arrangement $an !e used to

isolate training ima$t.

K 6ith this strateg(D one grou re$eives trainingD

while anotherD similar grou does not re$eive

training.

K The dieren$e in the erorman$e o the twogrous is attri!uted to the training rogram.

*T34M54Mira 6 7 %udi

Iso#atin the E''ects o' TraininIso#atin the E''ects o' Trainin


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Tren!Tren!

7ines7ines

K Trend lines are used to roe$t the values o

se$ii$ outut varia!les i training had not !een

underta&en.

K The roe$tion is $omared to the a$tual data

ater trainingD and the dieren$e reresents the

estimate ima$t o training.

T34M54Mira 6 7 %udi

Tren! 7ines Ana#$sisTren! 7ines Ana#$sis


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3t the !eginning o

Ma(D a ales training

Program session was

held

o'%a#es

The difference

represents theestimate

impact of

trainin .

Actua# sa#es per'ormance

Jan 3eb &ar Apr Ju#Jun&a$ Au

to iso#ate the portion attribute! to trainin

K The a!/uste! impro"ement is no5 rea!$ 'or con"ersion to monetar$ "a#ues an! use! in

the return on in"estment

,1T34M54Mira 6 7 %udi

-. Con"ertin +ata to &onetar$


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KK %teps to Con"ert +ata to &onetar$ al$ulate the $hange in erorman$e data

'. 8etermine an annual amount o $hange

*. >al$ulate the annual value o imrovement

,2T34M54Mira 6 7 %udi

2. Tabu#atin Cost o' the ,roram2. Tabu#atin Cost o' the ,roram


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Tabu#atinTabu#atin

cost o' thecost o' the

proramproram

K Ta!ulating the $osts o the rogram targeted or the

?O5 $al$ulation.

K >ost inv$luding :

K 8esign and develo the rogram

K Program materials rovided to ea$h arti$iant

K The $ost or a$ilitator

K The a$ilities o the training rogram

K TravelD lodgingD and meal $osts or the

arti$iants

K alariesD lus emlo(ee !eneits o thearti$iants who attend the training

K 3dministrative and overhead $osts o the

training un$tion

,"T34M54Mira 6 7 %udi

D. Ca#cu#ate The ROID. Ca#cu#ate The ROI


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Weeks after

training Trained Group Control Group

1 US$ 9,723 9,698

Post Training Data

$"erage ee&ly 'ales

An Eamp#e to I##ustrate ROI ana#$sisAn Eamp#e to I##ustrate ROI ana#$sis

2 9,978 9,720

3 10,424 9,812

13 13,690 11,572

14 11,491 9,683

15 11,044 10,092

Average for weeks 12,075 10,449

13, 14, 15

,'T34M54Mira 6 7 %udi



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Data US$

Average weekly sales

Trained Group 12,075

Annua#i(e! ,roram Bene'its

,

Increase 1,626Profit Contribution from Training 2 % 32.50

(Training Impacts)

Total weekly improvement 1,495

(32.5 x 46 participants)

Total annual benefit 71,760

($ 1,495 x 48 weeks)

ote : )* participants +ere still in ,ob after # months,*T34M54Mira 6 7 %udi



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Cost US$

Facilitation fees 11,250

Program materials : $ 35 x 46 1,610

Cost %ummar$ ) An I##ustration

ROI =>)

,1D,0 ) 29D090

E 100J

,

Participant salaries plus benefit (35 %) 12,442Coordination and Evaluation 2,500

Total Cost 29,090

29D090

1' LJ

,T34M54Mira 6 7 %udi

Recommen!e! 3urther Rea!insRecommen!e! 3urther Rea!ins


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1. 8onald ir&atri$&D Evaluating Training Programs : The Four LevelsD %errett)

oehler Pu!lishers

2. =a$& =. Phillis and Patri$ia PhillisD In Action : Measuring Return n InvestmentD

3meri$an o$iet( or Training 7 8eveloment

,,T34M54Mira 6 7 %udi


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Terima KasihTerima Kasih

T34M54Mira 6 7 %udi

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Training Needs Analysis (Managing Training & Development)

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