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.doc  Project_Report_on_-Traning_Needs_Analysis[1].doc (Size: 244 KB / Downloads: 227)
The main accountabilities of the project were as follows
 Identify the areas where there is a need to impart training –conduct a training need analysis
 Develop a plan to impart this train
Most solutions to organizational problems begin with a Training Needs Analysis. The phrase itself means that we begin with the premise that there is a “training need”. However, as a learning solutions provider, our duty is to first understand if at all there is a training need. For all you know, the problem could be elsewhere.
Training Need Assessment
Training efforts must aim at meeting the requirements of the organizations (long – term) and the individual employees (short-term). This involves finding answers to questions such as: Whether training is needed? If yes, where it is needed? Which training is needed? Once we identify training gaps within the organisation, it becomes easy to design an appropriate training programme. Training needs can be identified through the following types of analysis (Thayer & McGhee Model):
1) Organisational analysis: It involves a study of the entire organization in terms of its objectives, its resources, the utilization of these resources, in order to achieve stated objectives and its interaction pattern with environment. The important elements that are closely examined in this connection are:

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