1. Difference between Training Needs Assessment and Training Needs Identification
TNA:
The identification of training needs is the first step in a uniform method of instructional
design. 1. Types of Needs Analyses
Many needs assessments are available for use in different employment contexts. Sources
that can help you determine which needs analysis is appropriate for your situation are
described below.
Context Analysis. An analysis of the business needs or other reasons the training is desired.
The important questions being answered by this analysis are who decided that training
should be conducted, why a training program is seen as the recommended solution to a
business problem, what the history of the organization has been with regard to employee
training and other management interventions.
User Analysis. Analysis dealing with potential participants and instructors involved in the
process. The important questions being answered by this analysis are who will receive the
training and their level of existing knowledge on the subject, what is their learning style,
and who will conduct the training.
Work analysis. Analysis of the tasks being performed. This is an analysis of the job and the
requirements for performing the work. Also known as a task analysis or job analysis, this
analysis seeks to specify the main duties and skill level required. This helps ensure that the
training which is developed will include relevant links to the content of the job.
Content Analysis. Analysis of documents, laws, procedures used on the job. This analysis
answers questions about what knowledge or information is used on this job. This
information comes from manuals, documents, or regulations. It is important that the
content of the training does not conflict or contradict job requirements. An experienced
worker can assist (as a subject matter expert) in determining the appropriate content.
Training Suitability Analysis. Analysis of whether training is the desired solution. Training is
one of several solutions to employment problems. However, it may not always be the best
solution. It is important to determine if training will be effective in its usage.
Cost-Benefit Analysis. Analysis of the return on investment (ROI) of training. Effective
training results in a return of value to the organization that is greater than the initial
investment to produce or administer the training.
2. Techniques
Several basic Needs Assessment techniques include:
direct observation
questionnaires
consultation with persons in key positions, and/or with specific knowledge
review of relevant literature
interviews
focus groups

2. tests
records & report studies
work samples
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TNI
--- Article given by Mr Mitali Bhattacharya
Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should
be placed on needs as opposed to desires of the employees for a constructive outcome.
Inorder to emphasize the importance of training need identification we can focus on the
following areas: -
To pinpoint if training will make a difference in productivity and the bottom line.
To decide what specific training each employee needs and what will improve his or her job
performance.
To differentiate between the need for training and organizational issues and bring about a
match between individual aspirations and organizational goals.
Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to
them, and the reputation of the organization is also at stake.
Identification of training needs is important from both the organisational point of view as
well as from an individual's point of view. From an organisation's point of view it is
important because an organisation has objectives that it wants to achieve for the benefit of
all stakeholders or members, including owners, employees, customers, suppliers, and
neighbours. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximising opportunities for development. Therefore people
must know what they need to learn in order to achieve organisational goals. Similarly if
seen from an individual's point of view, people have aspirations, they want to develop and
in order to learn and use new abilities, people need appropriate opportunities, resources,
and conditions. Therefore, to meet people's aspirations, the organization must provide
effective and attractive learning resources and conditions. And it is also important to see
that there is a suitable match between achieving organizational goals and providing
attractive learning opportunities.
Different Levels at which it is to be Conducted
Identification of training needs can be done at three levels to ascertain three kinds of
needs: -

3. Organisational Needs
These concern the performance of the organisation as a whole. Here identification of
training needs is done to find out whether the organisation is meeting its current
performance standards and objectives and if not, exploring ways in which training or
learning might help it to do so. Sometimes organisational training needs are also identified
when the organisation decides that it has to adopt a major new strategy, create a new
product or service, undergo a large-scale change programme, or develop significant new
relationships, such as joining with others to form new partnerships.
Group Needs
Since working in groups and teams have become very much prevalent in today's corporate
world that is why nowadays there is increased emphasis given on team effectiveness and
team performance. So training needs are nowadays even identified at the group level.
Training needs here are concerned basically with the performance of a particular group,
which may be a team, department, function, sub-unit, or so on. Information about this
group¢s performance may identify areas of need - which, again, may be for training or
other interventions. It is used to find out how effic iently a particular team or group goes
about its business and meets its current objectives.