Training Needs Assessment Guide
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ScribdTranslationsTraining Needs Assessment Guide
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ScribdTranslationsConversation script
The first step is to identify if training is the best solution. In this way, the diagnosis
must answer three questions:
a) What is the reason that caused the interest in training?
b) What is the expected outcome of the training?
b) Who needs training?
b) Where is there a greater urgency for training?
c) What type of training should be provided?
General needs assessment
2) Interview script for managers about employees
Preparation and Qualification.
[Link] Knowledge: Holds the necessary knowledge, skills, and experience to
its activities, applying theoretical and practical resources for their execution. Expresses
self-confidence in the information, activities, and services provided under your responsibility.
1.2 Analytical Capacity: identifies, interprets, and evaluates different types of data, relating
logically and critically. Knows how to evaluate the quality of internal records.
[Link]: Plans and organizes their tasks, materials, documents, and
others that it uses to carry out its work.
1.4. Communication: Listens attentively and expresses ideas, verbally and in writing,
using clear and objective language and ensuring the understanding of the messages
transmitted or received. It adopts the appropriate means of communication to the content and context of
information.
1.5. Negotiation Skills: Negotiates skillfully with suppliers, service providers
services and CLIENTS, observing rules, agreements and contracts.
1.6. Introduction of New Practices: Executes activities critically, suggests and implements new
práticas de trabalho visando a melhoria das atividades e processos.
1.7. Knowledge Generation: Seeks, systematizes, records, and disseminates knowledge.
ways to turn it into an advantage for the entity.
1.8. Self-development: Seeks to evolve personally, professionally, and intellectually, seeking
improvement and continuous updating of your knowledge.
2. Teamwork Skills:
2.1. Interaction: Interacts and maintains a good relationship with peers, superiors, and others.
teams, contributing to the work of other areas. It serves internal and external clients,
in a helpful, safe manner and with technical competence, responding to your requests and
suggestions to enhance the relationship.
2.2. Interlocution: It is expressed clearly and objectively, listens to others, and provides responses.
consistent and polite. Listens and conveys ideas effectively, using procedures
formal and informal and providing concrete data to support observations and conclusions.
2.3. Cooperation: Cooperates in sharing ideas, activities, and solutions with the
team members and other areas. Makes itself available spontaneously to execute
other services and assist colleagues, according to needs and possibilities.
2.4. Motivation - Shows the ability to motivate peers and collaborators.
3. Commitment to Results.
3.1. Orientation towards Efficiency and Effectiveness: Effectively and efficiently achieves the objectives of
your work, fulfilling the tasks assigned to you with quality, without errors and on time
stipulated. It is concerned with costs and acts for the rational use of the entity's resources,
meeting the final quality standard, without material waste and within the agreed deadlines.
3.2. Seeking Guidance: Seeking guidance to solve everyday problems/questions
in the face of unexpected situations.
3.3. Focus on Overcoming: Always strive to surpass the established results
previously, taking into account resources, deadlines, costs, and quality.
4. Institutional Vision.
4.1. Interest in the Institution: Seeks to understand the structure and functioning of the company and the
main products and services offered by it. It understands its role in the processes of
company and has a global vision of organizational dynamics and the relationships between processes.
You are aware of the impacts of your work on the activities of other colleagues/areas/clients.
4.2. Commitment to Values: Commits to the values and principles of the entity and with
its dissemination.
4.3. Customer Vision: Identifies and understands the needs of customers and their
expectations regarding the quality of the entity's products and services. Seeks alternatives
to serve clients and other stakeholders, always observing the laws, contracts and
relevant regulations.
4.4. Articulation: Engages with the team and promotes the improvement of professional relationships.
with other areas/colleagues, seeking internal and external partnerships for problem-solving
the achievement of the entity's objectives.
5. Behavioral Characteristics.
5.1. Balance: Performs their work in a balanced manner and copes well with adversities,
pressures, unforeseen events, obstacles and conflicts. He/She receives criticism well and handles it appropriately,
admitting mistakes without 'blame hunting', presenting a low index of excuses or pretexts.
5.2. Interpersonal Relationship: Treats everyone with respect, kindness, attentiveness, and courtesy.
regardless of hierarchy and audience, seeking a climate of harmony, trust and
cooperation. Demonstrates patience and the ability to coexist with differences (pace, style,
thoughts, etc). Has the ability to say "what needs to be said".
5.3. Initiative: Anticipates by taking advantage of opportunities and not allowing failures to occur
that can be avoided. Shows initiative in the face of unforeseen events and pressures.
5.4. Self-motivation: Shows the ability for self-motivation and presents energy to
implementation of changes.
5.5. Empathy: Can put oneself in another's shoes to understand them from their perspective.
delete.
5.6. Discrição:Trata com confidencialidade os dados da empresa.
5.7. Discipline: Presents oneself at the workplace on time. Follows the rules of the
entity and work commitments (meetings, training, etc). Takes care of the assets of the
entity.
5.8. Concentration Ability: Maintains attention focused on the...
processes and the matters that are being addressed.
The concept of training can involve four types of behavior change:
•Transmission of information: The essential element in many training programs is the
content, that is, to share information among the trainees as an integrated body of
knowledge. Generally, the information is generic, such as information about the
company, its products and services, its organization and policies.
Development of skills: mainly the skills and knowledge
directly related to the performance of the current position or possible future occupations.
It is a training commonly oriented directly for work.
Development or modification of attitudes: in general, they are changes in negative attitudes.
for more favorable attitudes among people, increase in work motivation,
development of sensitivity of supervisors regarding the feelings and reactions of
other people. Most organizations face the problem of the need for
constant renewal in a time of intense change and innovation. Self-analysis is the way
more effective to achieve the planned renewal or change.
•Development of concepts: the training can be conducted to raise the level
of abstraction and conceptualization of ideas and philosophies, whether to facilitate the application of concepts
in administrative practice, whether to raise the level of generalization so that managers can
think in global and broad terms.
Training Objectives;
The training cannot be done randomly or simply to address immediate needs.
knowledge, skills, or attitudes. All training must be based on clear objectives.
and explicit. The main objectives of the training are;
1. Prepare people for the immediate execution of tasks peculiar to the organization through
transmission of information and development of skills.
2. Provide opportunities for continuous personal development, not only in your
current positions, but also for other roles for which the person may be considered.
3. Change people's attitude in order to create a more satisfactory atmosphere among people,
increase your motivation and make them more receptive to supervision and management techniques.
Broadly speaking, training involves a process that is composed of four stages,
being they;
1. Training needs assessment (TNA) diagnosis.
[Link] program to meet the needs.
3. Implementation and execution of the training program.
4. Evaluation of results.
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