MIND SPA: Training need Analysis Overview

Training need Analysis Overview

The following information provides us an overall view of the training needs of the company that we are looking forward to service through our training. The questions are not necessarily exhaustive, but give you broad directions to understanding the objectives; the expectations; the current trainings methods if any; knowledge or performance gaps that necessitated the need for a training program…
When looking for training needs, or when problems arise, there are several instruments that may be used to locate the actual symptoms. Some of these needs assessment instruments are:
• Surveys: Send out written questioners
• Observations: Watch the job or task being performed.
• Group Discussions: Lead a group discussion composed of employees and their supervisors.
• Interviews: Talk to supervisors, managers, Subject Matter Experts (SME), and employees.
• Literature research: Analyze budget documents, quality control documents, goal statements, evaluation reports, scheduling and staffing reports, or other documents for existing problems

Business Objectives

• What organizational goal is driving this training?

• What will the benefit or ROI be?

• What is the skill gap?

• What competencies (knowledge, skills, or attitudes) will this program deliver?

• What factor or evaluation will be used to measure the level of goal achievement?

Target Population

• Who will be trained?
• What is the estimated class size?
• How many classes will there be and how long will this training last?
What are the knowledge and skill prerequisites?
Type of Training

• What type of program is being proposed?

• What media will be employed?

Alternatives
• What will happen if we do not delivering the training?
• What are the restrictions or limitations for delivering a program?
• What other methods may be used to reach the goal (include limitations and advantages)?
To further help you in your training need analysis, you may choose to ask from the following set of questions:
Inputs from Management/Supervisors:
• What are your employees doing that they shouldn't be doing?
• What specific things would you like to see your people do, but don't?
• When you envision workers performing this job properly, what do you see them doing?
• What prevents you from performing a prescribed task to standards?
• Are job aids available and if so, are they accurate? Are they being used?
• Are the standards reasonable? If not, why?
• What subject would you like to see your workers trained on? What would you like to be trained on?

Background of Proposed Learners:

• What is their average education level?
• Are they freshers experienced? If experienced, whats the average years of work experience they have?
• How long are they employed with the company?
• What is the expected number of participants in a group?
• What are the Job requirements verses learner’s skills?
• What are the motivations of the learners?

Profiling the Job:

• What is the job description?
• What are the basic proficiency levels required to perform the job? (Knowledge, Skills & Attitude required)
• Are there any specific demands that the job makes on the employees? (Night shifts, target based selling, working at stretch etc.)
• What are the various tasks required to be performed in the job (Routine and functional)?
• What is the frequency of the job?
• What is the amount of training required to reach the proficiency desired?
• What is the criticality of the job?

In-house knowledge transfer process (Alternatives):

• How much of on the job training is provided for this group?
• Are there any Job aids available?
• Are there any intranet/CBT tools available for the learner for reference?
• Are there any instructional manuals available?
• What are the best practices in the center to transfer tacit knowledge (Knowledge residing with colleague, supervisor etc.)? Are there weekly meets, help desk?

We are Recruiting

On the surface of the world right now there is
war and violence and things seem dark.
But calmly and quietly, at the same time,
something else is happening underground
An inner revolution is taking place
and certain individuals are being called to a higher light.

It is a silent revolution.
From the inside out. From the ground up.
This is a Global operation.
A Spiritual Conspiracy.

There are sleeper cells in every nation on the planet.
You wont see us on the T.V.
You wont read about us in the newspaper
You wont hear about us on the radio

We dont seek any glory
We dont wear any uniform
We come in all shapes and sizes, colors and styles
Most of us work anonymously
We are quietly working behind the scenes
in every country and culture of the world
Cities big and small, mountains and valleys,
in farms and villages, tribes and remote islands

You could pass by one of us on the street
and not even notice
We go undercover
We remain behind the scenes

It is of no concern to us who takes the final credit
But simply that the work gets done
Occasionally we spot each other in the street
We give a quiet nod and continue on our way

During the day many of us pretend we have normal jobs
But behind the false storefront at night
is where the real work takes a place
Some call us the Conscious Army

We are slowly creating a new world
with the power of our minds and hearts
We follow, with passion and joy

Our orders come from from the Central Spiritual Intelligence
We are dropping soft, secret love bombs when no one is looking
Poems ~ Hugs ~ Music ~ Photography ~ Movies ~ Kind words ~
Smiles ~ Meditation and prayer ~ Dance ~ Social activism ~ Websites~Blogs ~ Random acts of kindness...

We each express ourselves in our own unique ways
with our own unique gifts and talents
Be the change you want to see in the world
That is the motto that fills our hearts

We know it is the only way real transformation takes place
We know that quietly and humbly we have the
power of all the oceans combined

Our work is slow and meticulous
Like the formation of mountains
It is not even visible at first glance
And yet with it entire tectonic plates
shall be moved in the centuries to come
Love is the new religion of the 21st century

You dont have to be a highly educated person
Or have any exceptional knowledge to understand it
It comes from the intelligence of the heart
Embedded in the timeless evolutionary pulse of all human beings

Be the change you want to see in the world
Nobody else can do it for you
We are now recruiting
Perhaps you will join us
Or already have.

All are welcome
The door is open

Are you alive

Are you alive? Seems like a stupid question dosen’t it.
Oh, I know that you are still breathing and your heart is
still beating, but are you alive? Are you living or are you
simply going through the daily motions of life waiting
for the inevitable day when you will pass from this earth?

Many people that I see in my day seem to be simply existing,
going through life day after day, without purpose. It is
very disturbing to see how many people trudge through life
as if they were a zombie. What is even more disturbing is
that many people who are essentially sleep walking through
their life are very unaware of their zombie like state.
Most of these people would probably tell that life is okay,
even though deep down they have a knowing that they aren’t
really living anymore, they are nearly surviving. Their
journey of life is on a sort of auto pilot.

The interesting thing is that some of these people may be
awakened from the existing slumber, usually by some traumatic
event such as a near death experiecnce like a care accident
or a heart attack.

Have you ever spoke with someone right after they have had
a near death experience? They are so aware at that moment.
They say things like, “I am so happy to be alive, I know that
I have not been a fully engaged parent, spouse, global citizen,
etc. I swear from this moment forward, I will not take life
for granted, I will be a better Father/Mother, husband/wife,
etc. I will stop and smell the roses. I will take more time
for myself.” The list goes on and on, I am sure that you get
the point.

The person says these things because they have been jolted
out of their slumber, they have had an “awakening”.

The really sad part, is that for the majority of people who
are “awoken” in this fashion is that it is usually very temporary.
The person seems all too soon to forget what it was like to
be on deaths doorstep and they fall back into their old habits,
back into their comfortable slumber.

Part of the key here is to be able to honest with yourself
enough to ask yourself the tough questions to determine
if you are indeed “living” or just sleepwalking through
the remainder of your time on this earth.

So, I ask you, are you alive?

Happy Thinking!

Do keep visiting my blog I will have something new every week which will be of great value to you.

A.W.George

Training or Learning

The big question what should we be doing? ……… Training or learning?

Focus on learning, not training' Training' suggests putting stuff into people, when actually we should be developing people from the inside out - so they achieve their own individual potential - what they love and enjoy, what they are most capable of, and strong at doing, rather than what we try to make them be.'Learning' far better expresses this than 'training'.

Training is about the organisation. Learning is about the person.Training is (mostly) a chore; people do it because they're paid to. Learning is quite different. People respond to appropriate learning because they want to; because it benefits and interests them; because it helps them to grow and to develop their natural abilities; to make a difference; to be special.

Training is something that happens at work. Learning is something that people pursue by choice at their own cost in their own time. Does it not make sense for employers to help and enable that process? Of course it does.

The word 'learning' is significant: it suggests that people are driving their own development for themselves, through relevant experience, beyond work related skills and knowledge and processes. 'Learning' extends the idea of personal development (and thereby organisational development) to beliefs, values, wisdom, compassion, emotional maturity, ethics, integrity - and most important of all, to helping others to identify, aspire to and to achieve and fulfill their own unique individual personal potential.Learning describes a person growing. Whereas 'training' merely describes, and commonly represents, transfer of knowledge or skill for Organisational gain, which has generally got bugger-all to do with the trainee.

No wonder people don't typically enjoy or queue up for training!!.

When you help people to develop as people, you create far greater alignment and congruence between work and people and lives - you provide more meaning for people at work, and you also build and strengthen platform and readiness for any amount of skills, processes, and knowledge development that your organization will ever need.Obviously do not ignore basic skills and knowledge training, for example: health and safety; how to use the phones, how to sell or manage people or negotiate a deal - of course these basics must be trained - but they are not what makes the difference.

Train the essential skills and knowledge of course, but most importantly focus on facilitating learning and development for the person, beyond 'work skills' - help them grow and develop for life - help them to identify, aspire to, and take steps towards fulfilling their own personal unique potential.Focus on emotional maturity, integrity, compassion - these are the characteristics that really matter.

When organisations work well it's always due to emotional maturity and integrity, which together enable self-discipline and right thinking and actions. Compassion helps you to sustain people, and to foster a culture of cooperation and mutual support. Compassion is the bedrock of tolerance and understanding, which governs the effectiveness of internal and external communications and team-working.

Develop the person, not just the skills and knowledgeSkills and knowledge are the easy things. Most people will take care of these for themselves. Helping and enabling and encouraging people to become happier more fulfilled people is what employers and organisations should focus on. Achieve this and the skills and knowledge will largely take care of themselves.

Give people choice. Give people choice in what, and how and when to learn and develop - there is a world of choice out there, and so many ways to access it all. People have different learning styles, rates of learning, and areas of interest. Why restrict people's learning and development to their job skills? Help them learn and develop in whatever way they want and they will quite naturally become more positive, productive and valuable to your organisation. (You may need to find bigger and/or different roles for them, but that's entirely the point - you want people to be doing what they are good at, and what they enjoy - this is what a good organisation is.)

Talk about learning, not training, focus on the person, from the inside out, not the outside in, and offer relevant learning in as many ways as you can.'Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness, that most frightens us.' We ask ourselves, Who am I to be brilliant, gorgeous, talented, fabulous? Actually, who are you not to be?... Your playing small doesn't serve the world. There's nothing enlightened about shrinking so that other people won't feel insecure around you.

We are all meant to shine, as children do... It's not just in some of us; it's in everyone. And as we let our own light shine, we subconsciously give other people permission to do the same. As we're liberated from our own fear, our presence automatically liberates others.

Happy Learning!

Do keep visiting my blog I will have something new which will ensure that you add value when you train.

A.W.George

MIND SPA

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Training need Analysis Overview

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