Training Needs Analysis Of Training

2.4 Training Needs Analysis

The needs assessment is the first step in the establishment of a training and development program. Training need assessment (TNA) is defined by Anderson, (2007) as a systematic gathering of data to find out where there are gaps in the existing skills, knowledge and attitudes of employees. It involves the gathering of data about existing employees’ capabilities and organizational demands for skills, and the analysis of the implications of new and changed roles for changes in capability.

Itika, (2011) also define training need as any shortfall between the knowledge, skills and attitudes of the employee vis-à-vis what is required by the job, or the demands of organizational change. Training needs are discrepancies between

Authors resembled the employees with the blood stream of business. The success and failure of the company are highly dependent upon its employee performance. Therefore, top level management must realize the significance of investment for training in order to enhance the performance of the employee. The research is comprised of qualitative research approach. It analyzes the literature aspects and the several case studies discussing the importance of training to enhance employee performance. Moreover, the analysis of theoretical framework was also the part of research in which models regarding employee development, training and development, several programs of training and development, the impact of these programs on employee performance were considered. Furthermore, a review of recent scenarios and research on these relationships were analyzed. Authors imparted their suggestions keeping in mind recent scenarios. However, the study’s limitations are inadequate to illustrate the relationship between two variables, training and employee performance. Therefore, they suggest an empirical study make the research more

Still training employees in many organization help to increase competitive advantage as the more training the high efficiency of performing the job thus one of the requirements in employment opportunity is experienced, teacher. Rodgers- Jenkinson and Chapman (1990) found that over a sustained period of time, the loss of experienced teachers hurts the quality of instruction and drives up the costs of recruiting and training new