THE ROLE OF THE TRAINING NEEDS ANALYSIS IN THE TRAINING PROCESS AND ITS RELATIONSHIP WIH THE PERFORMANCE OF THE EMPLOYEES
DOI:
https://doi.org/10.35120/kij5505995iKeywords:
training process, training needs analysis, training evaluation, training programAbstract
Abstract: In today’s world of changes the organizations and employees are getting used to the post-covid work
environment. They have to adapt to working from home and moving to the entirely online way of work or need to
go back to the office and tackle with the changed work life that includes restrictions and new regulations. The
performance of the employees becomes even more important than before and many of the bottlenecks within the
organizations are caused by lack of knowledge and skills and not the right attitude and behavior of the people.
Companies do not have the resources to meet all their training needs and the analysis of these needs has become
very important. The main objective of the study is to assess the importance of the training needs analysis (TNA) for
the entire training process and for the work of the employees. It also provides a comparison between the manager’s
and the employee’s points of view in terms of the analysis of the training needs and the assessment of the training
results. TNA is the initial step of the training process in the organization. It is essential for the overall training and
educational strategy and has impact both on the company and on the individual. Training needs analysis is the data
collection behind the decision that the organization makes whether to perform a training and will it improve the
performance of the employees, will it be beneficial for the business, on one hand, and who should attend this
training, on the other hand. The assessment of the training needs is a fundamental process to a useful and successful
training program. This process for gathering data for the training needs in the company determines the gap in terms
of skills and knowledge in the employees to perform current and future work in the best way and helps the
organization accomplish its objectives by ordering or developing the needed training program. The article includes
different definitions for TNA and gives the main characteristics of the process. It also describes the importance of
the analysis for the preparation of the training program. For the purposes of the study, two surveys were conducted –
one among manager and one among employees. They check the attitudes towards the TNA process and the
evaluation of training which shows whether goals are actually reached. Training needs analysis is connected to the
evaluation process, which the last step in the training process. According to the survey, most companies do not
perform deep analysis of the training needs and evaluate the course results only on the first step of Kirkpatrick’s
training evaluation model which is the reaction after the training. The results show that there is a positive
relationship between the design of the training program, the application of the content of the training and the
behavior of the employees in their work environment after the training. Since the training program is designed based
on the assessment of the training needs, the latter is of great importance for the skills, behavior and knowledge of the
employees after the course.
References
Asku, A. A. (2005). Defining training needs of five-star hotel personnel: an application in the antalya region of Turkey. Managerial Auditing Journal, 20(9), 945-953. Retrieved from URL
Boyatzis, R. E. (1982). The competent management: a model for effective performance. New York: John Wiley.
Carlisle, J., Bhanugopan, R., & Fish, A. (2011). Training needs of nurses in public hospitals in Australia: Review of current practices and future research agenda. Journal of European Industrial Training, 35 (7), 687–701. Retrieved from URL
Castley, R. J. Q. (1996). The sectoral approach to the assessment of skill needs and training requirements. International Journal of Manpower, 17(1), 56-68. Retrieved from URL
Denby, S. (2010). The importance of training needs analysis. Industrial and Commercial Training, 42(3), 147–150. Retrieved from URL
Diamantidis, A. D., & Chatzoglou, P. (2019). Factors affecting employee performance: An empirical approach. International Journal of Productivity and Performance Management, 68(1), 171–193. Retrieved from URL
Epstein, M. J., Yuthas, K. (2017). Cash flow training and improved microfinance outcomes. Journal of International Development, 29(1), 106–116. Retrieved from URL
Felstead, A., & Ashton, D. (2000). Tracing the link: organisational structures and skill demands. Human Resource Management Journal, 10(3), 5-21. Retrieved from URL
Gautam, S., Schreinemachers, P., Uddin, M. N., & Srinivasan, R. (2017). Impact of training vegetable farmers in Bangladesh in integrated pest management (IPM). Crop Protection, 102, 161–169. Retrieved from URL
Hilton, D., Mahmud, K. T., Kabir, G. M. S., & Parvez, A. (2016). Does training really matter to the rural poor borrowers in Bangladesh? A case study on BRAC. Journal of International Development, 28(7), 1092–1103. Retrieved from URL
Horng, J. S., & Lin, L. (2013). Training needs assessment in a hotel using 360 degree feedback to develop competency-based training programs. Journal of Hospitality and Tourism Management, 20, 61–67. Retrieved from URL
Iqbal, M. Z., Malik, S. A., & Khan, R. A. (2012). Answering the journalistic six on the training needs assessment of pharmaceutical sales representatives: Comparative perspectives of trainers and trainees. International Journal of Pharmaceutical and Healthcare Marketing, 6 (1), 71–96. Retrieved from URL
Kabir, G. M. S., Mahmud, K. T., Hassan, A., Hilton, D., & Islam, S. M. (2018). The role of training in building awareness about formalin abuse: Evidence from Bangladesh. International Journal of Islamic and Middle Eastern Finance and Management, 11(1), 96–108. Retrieved from URL
Kataike, J., Modekurti, D. P. V., Butali, E., Magumba, D., Mugenyi, A. R., Aine-Omucunguzi, A., & Gellynck, X. (2018). A parametric test evaluating smallholder farmers’ training needs in Uganda: A case of dairy farmers in the Rwenzori region. Journal of Agribusiness in Developing and Emerging Economies, 8(3), 537–553. Retrieved from URL
Kaufman, R. (1994). A needs assessment audit. Performance & Instruction, Vol. 33 No. 2, pp. 14-16. Retrieved from URL
Khan, A., Masrek, M. N. (2017). Training needs analysis based on mismatch between the acquired and required levels of collection management skills of academic librarians. Collection Building, 36(1), 20–28. Retrieved from URL
Kirkpatrick, D., Kirkpatrick, W. (2016). Kirkpatrick’s Four Level of Training Evaluation. USA: ATD Press.
Mahmud, K. T., Parvez, A., Hilton, D., Kabir, G. M. S., & Wahid, I. S. (2014a). The role of training in reducing poverty: The case of agricultural workers receiving microcredit in Bangladesh. International Journal of Training and Development, 18(4), 282–290. Retrieved from URL
Mahmud, K. T., Wahid, I. S., & Arif, I. (2019). Impact of training needs assessment on the performance of employees: Evidence from Bangladesh. Cogent Social Sciences, 5: 1705627. Retrieved from URL
Mcclelland, D. (1973). Testing for competence rather than intelligence. American Psychologist, 28(1), 1-14. Retrieved from URL
Nakano, Y., Tanaka, Y., & Otsuka, K. (2018). Impact of training on the intensification of rice farming: Evidence from rainfed areas in Tanzania. Agricultural Economics, 49(2), 193–202. Retrieved from URL
Oppenheim, B., Weintraub, M. (2017). Doctrine and violence: The impact of combatant training on civilian killings. Terrorism and Political Violence, 29(6), 1126–1148. Retrieved from URL
Prahalad, C. K., & Hamel, G. (1990). The core competence of the corporation. Harvard Business Review, 68(3), 79-91. Retrieved from URL
Priyadarshini, R. R. G., & Dave, D. (2013). Competencybased training needs assessment model. Management and Labor Studies, 37(3), 195–207. Retrieved from URL
Sahoo, M., & Mishra, S. (2019). Effects of trainee characteristics, training attitudes and training need analysis on motivation to transfer training. Management Research Review, 42(2), 215–238. Retrieved from URL
Schreinemachers, P., Wu, M., Uddin, M. N., Ahmad, S., & Hanson, P. (2016). Farmer training in off-season vegetables: Effects on income and pesticide use in Bangladesh. Food Policy, 61, 132–140. Retrieved from URL
Sparrow, P. R., & Bognanno, M. (1994). Competence requirement forecasting: issues for international selection and assessment. In C. Mabey & P. Iles (Orgs.), Managing learning (pp. 57-69). London: Routledge.
Walk, M., Zhang, R., & Littlepage, L. (2018). “Don’t you want to stay?” The impact of training and recognition as human resource practices on volunteer turnover. Nonprofit Management and Leadership, 29(4), 509–527. Retrieved from URL
Wright, P. C., & Geroy, G. D. (1992). Needs analysis theory and the effectiveness of larg-scale government-sponsored training programmes: a case study. Journal of Management Development, 11(5), 16-27. Retrieved from URL
