Study on Training Needs Assessement

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Table of contents

1. Executive Summary…………………………………………………………………1

2. Background of the study …………….…….…………………………………………….2

1. Introduction…………….………………………………………………………………..2

1.2 Objectives of the study….….…….………………………………..………………..3

1.3 Training Needs Assessment……….……………………………………..…………….4

1.4 Scope and Limitations of the study……………………………………………….......5

3. Methodology…………………………………………………….…............……….……...5

1. Data Requirement, Data Sources and Methods of Collection………...…................5

2. Sampling Technique……………………….……………………………………………6

3. Methods of Data Analysis…………………………………………................................7

4. Result and Discussion ………………………………………………………....................7

5. Focus Group Discussion………………………………………………………………...19

6. Conclusion and Recommendation………………….………..………………….........22

1. Conclusion…………………….……………………………..........................................22

2. Recommendation……………..………….…………………………...........................24

7. References ………………….………………………………...............................................26

8. Annexes…………………………………………….………………………………………27

Executive Summary

According to many training experts, attaining the objectives of the business should be the ultimate concern of any training and development effort. Therefore, conducting an organizational needs analysis should be the first step in effective needs assessment.

As part of designing and implementing a comprehensive Ethiopian Road Construction Corporation (ERCC) capacity building program, HRM division has conducted a Training Needs Analysis (TNA). This TNA report outlines the training process undertaken within ERCC, and includes the results received from the questionnaire and focus group sessions to determine where training is needed.

The report highlights the need for an improvement in the quality (content and the delivery) and venue of training. The study indicates that there is a lack of suitable training available that is relevant to the sector, causes of performance and competency level gaps in the corporation, in particular the study highlighted several gaps in the areas of:

• Availability and accessibility of relevant trainings that are demand driven, problem focused, and timely bases. • Limited training arrangement in the areas of interpersonal and organizational communication skills, resource management, team building and construction methodology. • Inadequate in-house practical training. This means that the vast majority of workers learn best when a topic is “hands on”, thus the high response to practical activities • Inadequate induction training for new staff

• Conceptual as well as theoretical focused training were frequently done by an external institution, and therefore, there is limited understanding of the program by semi professional and technical staff. This in turn results in limited contribution towards skills and knowledge upgrading.

Another issue that has been evident during the study is that there are various barriers that may have prevented training being undertaken such as: making the time for staff to be away from daily activity is a big issue; the cost of training and potentially a lack of value for money.

Thus, the recommendations based on the conclusion of this report details various actions aimed at providing support in different ways. Hence the management of ERCC is expected to endorse the recommendations of the study to help develop and implement a short and long term training programs based on tasks and persons needs analysis to improve the effectiveness and efficiency of the newly established ERCC.

This analysis has been conducted by corporate HRM over the period April–June 2011. This in turn would be formally incorporated into HRM’s Annual Plan for 2011-2012.

1. Background of the study

1.1. INTRODUCTION...
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