Sample template for Training Needs Analysis – Management & Leadership

Identifying Management & Leadership Needs

Training Needs analysis graphicThe sixth in our series of sample templates of Training Needs Analysis templates – this one for looking at management and leadership skills.

TRAINING NEEDS ASSESSMENT – For  Management And Leadership

 

Introduction

An organization is basically constructed for a purpose. Business is (usually) to make profit; education is to touch the heart and teach the minds of its students, health care is to take care of the wellness of its patients, etc. These organizations comprise human resources that work on the fulfillment of its purpose. The attainment of the vision and mission of any organization depends on the direction of its leaders. Managing the organization’s business and leading its people would be a difficult task to an un-prepared individual assigned to be, as they say, “captain of the ship”. The purpose of this TNA is to make an analysis of your competency as managers and leaders/supervisors of your respective departments.

This is to help you nourish your strengths, improve your limitations and bring out your potentials.

Instruction: Kindly fill out the necessary information being asked. Encircle the number corresponding  your response in each item following the legend below.

5        – Excellent                        3    – Satisfactory                    1    – Needs

4    – Very Satisfactory          2    – Fairly Satisfactory                Improvement

 

Name: __________________________________   Department:____________________

Current Job Position:______________________________

No. of Years holding the position:____________________

Service Record in the Company:

Position Inclusive Dates No. of Mos/Yrs
     
     
     
     
     

Highest Educational Attainment: ____________________________________________

 

Managerial Capability

1. Planning:  (1.1) sets company goal for the fiscal year                 1     2     3     4     5
                     (1.2) identifies work to be done to attain the goal  1     2     3     4     5
                     (1.3) identifies who is accountable for the various
                              work in attaining company’s goal            1     2     3     4     5
                     (1.4) projects the needed resources in attaining
                              the goal                                    1     2     3     4     5
                   
                     (1.5) provides contingency plan in case of plans
                              projected does not work                     1     2     3     4     5
                     (1.6) sets evaluation tool for the company’s
                             performance                                  1     2     3     4     5
 
2. Organizing: (2.1) assigned person responsible for a
                             particular task                              1     2     3     4     5
                     (2.2) identifies responsibility of each personnel    1     2     3     4     5     
                     (2.3 sets time frame of the work to be done of
                            each personnel                                1     2     3     4     5
 
3. Leading:   (3.1) gives direction to the subordinates in
                             attaining the company’s goal                 1     2     3     4     5
                     (3.2) sets a good example for his subordinates
                              to emulate                                  1     2     3     4     5
                     (3.3) make decisions and direct the work of
                              others                                      1     2     3     4     5
                     (3.4) builds a harmonious working relationship
                              among its subordinates                      1     2     3     4     5
                     (3.5) nurture a pleasant culture of the organization 1     2     3     4     5
                     (3.6) maintains a harmonious working relationship
                              with fellow manager                         1     2     3     4    5
                     (3.7) supports the decision of the higher authority  1     2     3     4    5
 
4. Coordinating: (4.1) conducts regular meeting with the
                             accountable person                           1     2     3     4     5
                     (4.2) makes follow up of the tasks to be done        1     2     3     4     5
                     (4.3) assess company’s performance according
                              to plan                                     1     2     3     4     5
                     (4.4) assess departments’ performance based
                              on the given responsibility                 1     2     3     4     5
                     (4.5) provides feedback on individual,
                              department and company’s performance        1     2     3     4     5
 
5. Controlling: (5.1) delegates work to others                            1     2     3     4     5
                     (5.2) sets a standard of subordinates level of
                              performance in her/his job                  1     2     3     4     5
                     (5.3) maintains the quality of service/product
                              that the company offers                     1     2     3     4     5
                     (5.4) ensures that the tasks are done according to
                              schedule                                    1     2     3     4     5
                     (5.5) work to accomplish the task within the
                              budget allocation                           1      2     3     4     5
 
6. Staffing:   (6.1) identifies the needed staff in a department          1     2     3     4     5
                     (6.2) sets the standard competency of staff to be
                              hired                                       1     2     3     4     5
                     (6.3) hire an applicant staff based on the
                              competency she/he could perform             1     2     3     4     5
 
7. Motivating: (7.1) provides a conducive atmosphere at work              1     2     3     4     5
                     (7.2) recognizes the needs of its staff/workers      1     2     3     4     5
                     (7.3) supports the recreational activities of its
                              workers/staff                               1     2     3     4     5
                     (7.4) listen to its staff/workers grievances         1     2     3     4     5
                     (7.5) recognizes the efforts of workers/staff
                              in attaining organizational goal            1     2     3     4     5
                     (7.6) share the blessing of the company to its
                              workers/staff                               1     2     3     4     5
 
Coping with Stress
Instruction: Kindly tick the box(es) that you do as your recreational activities following the legend below.
4 – Often                        2 - Occasional
3 - Regular                      1 - Never
                                                                      1             2             3            4
 
1. Watch Television program.                                        [     ]       [     ]       [     ]      [     ]
2. Watch a movie.                                                   [     ]       [     ]       [     ]      [     ]
3. Read magazine or books.                                          [     ]       [     ]       [     ]      [     ]
4. Listen to favorite music                                         [     ]       [     ]       [     ]      [     ]
5. Practice deep breathing                                          [     ]       [     ]       [     ]      [     ]
6. Goes to the gym                                                  [     ]       [     ]       [     ]      [     ]
7. Visualizes herself/himself as a healthy
     and relaxed person                                             [     ]       [     ]       [     ]      [     ]
8. Do yoga meditation                                               [     ]       [     ]       [     ]      [     ]
9. Writes in the journal to account the days’
    activity, blessing, accomplishment, etc.                        [     ]       [     ]       [     ]      [     ]
10. Play games (basketball, chess……)                                [     ]        [     ]      [     ]      [     ]
11. Take a walk in the park                                         [     ]        [     ]      [     ]      [     ]
12. Visit a SPA                                                     [     ]        [     ]      [     ]      [     ]
13. Tend the garden, plant trees                                    [     ]        [     ]      [     ]      [     ]
14. Have a good talk and laughter with someone                      [     ]       [     ]      [     ]      [     ]
15. Have a good sex with wife/husband/partner                       [     ]       [     ]      [     ]      [     ]          
 

Training Evaluation

This section focuses on the planning and evaluation aspects of the specific trainings that were identified for management and leadership skills. This can be used to present the idea for approval by upper management.

Estimated budget

(Breakdown of projected expenses for duration of training)

Resources

(Presentation materials, physical facilities, etc.)

Documentation

(Consolidation of digital and hard data for presentation)

Evaluation

(Focused on trainers,  trainees, organizers,  and training program)

 

 

- Use a separate sheet if possible -

 

 

 

- Use a separate sheet if possible -

 

 

 

- Use a separate sheet if possible -

 

 

 

- Use a separate sheet if possible -

 

Conclusion

 

 

How will this assessment tool help identify the training needs and motivation needed by the staff under management and leadership units for future training?

 

 

 

 

 

 

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About Mike Morrison

Mike Morrison is a consultant and change agent specialising in developing skills in senior people to increase organizational performance.
Mike is also founder & director of RapidBI, an organizational effectiveness consultancy.

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