Training Process

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ALMA MATER analyses the needs and wants of the training program
Needs are gaps – the space between what currently exists and what should exist.
Wants are solutions– a proposed means to filling the gap.

Why we conduct Need Analysis:-
TRAINING NEED ANALYSIS (TNA) is essential to know:-

  • The Current Scenario in the organization.
  • To be aware of the gaps in the performance levels
  • To decide on the appropriate methodology to bridge the gap.

I Need Analysis

1. Method to Conduct Need Analys
ALMA MATER acquires detailed Job Description of the target audience and also the competencies required to be effective in the mentioned profile.
There are several techniques of conducting Need Analysis like:-
• Appraisal and performance review
• Competency assessments
• Subordinate appraisal
• Client feedback
• Customer feedback

One or several methods can be used to conduct the TNA. The decision of the method /methods is based upon several factors like time allocated; budget; Reason for TNA etc.

2. Designing of the Tool and implementation of Need Analysis:-

Once the method is selected; the tools are designed like questioners; reports etc which are customized according to client needs. After the tool is designed; then the team is provided download on the same.

After the team is updated on the tool; then the Need Analysis is rolled out and supervised on regular basis.

3. Analysis of Need Analysis:-
After the Need Analysis is conducted; next step is to analyze the findings. The report is prepared based on the findings are highlighted. The report also conducts Root Cause Analysis and the methods to bridge the gap.

There are several factors because of which gap occurs and the factors which can be tackled through training are highlighted and the report also mentions the level of skill up gradation after the training is provided.

II Program Design
Content is developed using Adult Learning Methods and using Kirk Patrick Method to draw the objectives.
Initially a rough draft is prepared and brainstormed on the same and after some or several versions the content is finalized on.

  • Facilitator Hand Book
  • Participant Work Book
  • Activities
  • Role Plays
  • Case Studies

 
III Development and Delivery

Once the content is developed it sent for approval and a Certification is conducted by the Project Manager.
The Certification duration is twice that of the actual training program. The minimum pass percentage is 85%. Trainers are provided opportunities to conduct Mock sessions which act as simulations and assist them in conducting the program.

IV Review and Improvement

Training Effectiveness is a curtail step and Pre and Post Analysis is conducted to gauge the effectiveness of the program.
Various Methods can be used to gauge Training Effectiveness

  • Training Feedback Report
  • Feedback from the Supervisor
  • Feedback from Customers
  • Pre and Post Performance Evaluation

One or more techniques can be utilized to gauge effectiveness and it also provides feedback for future programs.