Training Needs

Analysis at Bank of
Baroda
Personnel Training and Development

Submitted To:
Dr. Shoaib Ahmed

Submitted By:
Al Amin

0920049

1. Case: Your CEO is concerned about sexual harassment

at the workplace. The present course is outdated due
to court rulings. As a result, a consultant is engaged
to revise the existing harassment awareness program
for all the employees.
Explanation:
Analysis of the content of the sexual harassment awareness
program and revising it to match the current court ruling falls under
the content analysis among the six components of needs. The present
course has to be revised and re made to match the requirement of the
present court ruling and make sure that it does not contradict the job
requirements.

In

content

analysis

components,

an

experienced

employee assists in determining the appropriate content as is the case

here. This involves analysis of documents, manuals, laws or procedures
used on the job. It answers the questions about what knowledge or
information is used on the job successful performance. It is important
that content of the training does not conflict or contradict job
requirements. At the same time, all the rules and procedures of
performance are fully incorporated in the training program. An
experienced employee can assist in determining the appropriate
content. There are some of the analysis questions that are answered in
a process called content training needs analysis. With this approach,
materials such as administrative procedure, laws and computer
application documentation are used to identify learning topics. The raw
material of content training needs analysis may present itself as an
existing course that needs to be updated, policies that need to be
taught, or material that a group of experts has brought together.
Content training needs analysis helps to establish a logical flow
ensures the definitions are found for key terms, groups the data into
digestible parts, and ensures that the level and clarity of training

content are appropriate to the needs of the users- as established in the

user training needs analysis. Criticality needs to be benchmarked
during content training needs analysis. If it is essential that the users
understand the material, then teach the same. If it is not critical, do
not teach it. A seasoned trainer establishes criticality in consultation
with the course designer who challenges the trainer to justify why it is
essential to learn the identified material.

2. Case:

One

week

ahead

of

annual

safety

day

celebration, the general manager says, We have got

a new safety policy. We need to inform all employees
about it. We need someone to prepare a self-study
learning

material

for

distribution

among

all

employees.
Explanation:
Among the six components of needs, this case falls in the
participant analysis component. This case makes all employees
participate in the program. There is also the participation of an
instructor who is the person to prepare a self-study learning material
for distribution. There are some people receiving the training and
someone giving the training. It is the analysis dealing with potential
learners 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 in the subject, what is
their learning style and who will conduct the training and their
expertise to do so. Participant training needs analysis, forming clear
impressions of learners and trainers, is a critical step in training needs
analysis. Participant means both learners and trainers who will access
the program in whatever format like a classroom setting, a self-study

program, an action centered or experiential learning program or a

multimedia format. In many companies new trainers are being
appointed on an ongoing basis. Thus training program design must
consider the specific requirements of trainers, who have been selected
for their content expertise and communication style and may not be
for their knowledge of the organization, its culture, business plans etc.
to produce training materials that fits users backgrounds, a course
designer must use training needs analysis to find information about the
users to design the training program accordingly for their needs,
preferences and abilities. Factors such as education, age, time
availability/constraints, etc., influence how people learn. Negative
experiences with certain learning methodologies can create some
resistance to approaches of training. The participant phase of training
needs analysis identifies such potential pitfalls. Participant training
needs analysis should also gather crucial information pertaining to
learning styles. People learn differently and for our purpose we can
consider four types of learners: visual, auditory, kinesthetic and tactile.
Having identified learners preferred styles in the participant training
needs analysis phase, the training program designer should take into
consideration these finishings for developing training methodology.

3. Case: The Company has just given Internet access to

20 new recruits. Management has asked the Human
Resources Manager to ensure that they know how to
use it and dont waste company time.
Explanation:
This case falls in the cost-benefit analysis component among the
six components of needs. The company invested in 20 internet access
and wants to ensure a return of value to the organization that is

greater than the initial investment. So they want the new recruits to
use the internet properly and ensure benefit on cost. It is the analysis
of the return on investment of training, Effective training should result
in a return of value to the organization that is greater than the initial
investment to produce or administer the training. In a cost benefit
training needs analysis, a course designer takes a long, hard look at
the financial side of training, to determine whether training makes
economic sense. Before we can accurately forecast the costs of
training, we need to know details about the design process proposed,
the learning methods, the participants, the compensation packages of
the people associated with the training program. We also need to know
the bottom line benefits of similar programs, since this information will
help us forecast benefits from the proposed program. In a real
workplace a cost benefit training needs analysis would compare the
costs of designing and delivering the training to such variables as the
savings resulting from reducing the number of harassment complaints,
or the number of workplace accidents. In the internet training needs
analysis scenario, a cost benefit training needs analysis could
conceivably calculate the financial benefits resulting from the time
saved by having a skilled internet user workforce as opposed to an
untrained workforce. With training needs analysis, like in most things,
we tend to get what we pay for. The more training needs analysis can
gather information about the context, users, work and the content of
training, the better prepared on will be to draw solid conclusions from
the training needs analysis of organization requirements, existing
capability, the change/learning gap and how best that gap can be
closed.