The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions

This study seeks to review how banks and financial institutions approached their TNA. In conjunction with that, the study had examined many aspects of the TNA practices of organizations such as procedures for selecting training participants, methods for gathering data, techniques employed and wheth...

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Main Author:	Siti Fatimah, Abdullah
Format:	Thesis
Language:	eng
Published:	2010
Subjects:	HG Finance
Online Access:	https://etd.uum.edu.my/3680/1/s803569.pdf
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id	my-uum-etd.3680
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng
advisor	Din, Ghazali
topic	HG Finance
spellingShingle	HG Finance Siti Fatimah, Abdullah The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions
description	This study seeks to review how banks and financial institutions approached their TNA. In conjunction with that, the study had examined many aspects of the TNA practices of organizations such as procedures for selecting training participants, methods for gathering data, techniques employed and whether the three levels of analysis (organizational, operational and individual) were employed in organizations TNA practices. A quantitative research method was employed. Survey data was obtained from fifty six HRM practitioners in banks and financial institutions in Malaysia, listed in the directory of Bank Negara Malaysia. The results of this study revealed that the organizations implemented systematic procedures for selecting training participant with involvement of multiple parties. These organizations also adopted some formal data collection methods and techniques to analyze their training needs. The results of the study also discovered that all three levels of TNA analysis namely organizational, operational and individual analysis were conducted although the types of techniques that they used were only involved minimal analysis. The study found no significant differences in TNA practices of banks and financial institutions and as well as size of organizations . However, organizations of dissimilar nationality of parent companies were significantly different in terms of used of TNA methods like KSA test and Delphi method. Low correlations were found between organizations’ length of operations with most of data collection methods and TNA techniques. This study contributes to HR practice in several ways. First, it conforms that HRM or HRD practitioners do recognize the importance and power of effective TNA in helping them plan and strategize for effective HRM or HRD activities. Second, it observes a lack of effective resources to help HRM or HRD practitioners in conducting training needs assessment in their organizations.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Siti Fatimah, Abdullah
author_facet	Siti Fatimah, Abdullah
author_sort	Siti Fatimah, Abdullah
title	The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions
title_short	The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions
title_full	The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions
title_fullStr	The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions
title_full_unstemmed	The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions
title_sort	implementation of training needs analysis (tna) : a study in malaysian banks and financial institutions
granting_institution	Universiti Utara Malaysia
granting_department	College of Business (COB)
publishDate	2010
url	https://etd.uum.edu.my/3680/1/s803569.pdf
_version_	1747827624760049664
spelling	my-uum-etd.36802014-01-02T01:53:31Z The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions 2010 Siti Fatimah, Abdullah Din, Ghazali College of Business (COB) College of Business HG Finance This study seeks to review how banks and financial institutions approached their TNA. In conjunction with that, the study had examined many aspects of the TNA practices of organizations such as procedures for selecting training participants, methods for gathering data, techniques employed and whether the three levels of analysis (organizational, operational and individual) were employed in organizations TNA practices. A quantitative research method was employed. Survey data was obtained from fifty six HRM practitioners in banks and financial institutions in Malaysia, listed in the directory of Bank Negara Malaysia. The results of this study revealed that the organizations implemented systematic procedures for selecting training participant with involvement of multiple parties. These organizations also adopted some formal data collection methods and techniques to analyze their training needs. The results of the study also discovered that all three levels of TNA analysis namely organizational, operational and individual analysis were conducted although the types of techniques that they used were only involved minimal analysis. The study found no significant differences in TNA practices of banks and financial institutions and as well as size of organizations . However, organizations of dissimilar nationality of parent companies were significantly different in terms of used of TNA methods like KSA test and Delphi method. Low correlations were found between organizations’ length of operations with most of data collection methods and TNA techniques. This study contributes to HR practice in several ways. First, it conforms that HRM or HRD practitioners do recognize the importance and power of effective TNA in helping them plan and strategize for effective HRM or HRD activities. Second, it observes a lack of effective resources to help HRM or HRD practitioners in conducting training needs assessment in their organizations. 2010 Thesis https://etd.uum.edu.my/3680/ https://etd.uum.edu.my/3680/1/s803569.pdf text eng validuser http://lintas.uum.edu.my:8080/elmu/index.jsp?module=webopac-l&action=fullDisplayRetriever.jsp&szMaterialNo=0000760085 masters masters Universiti Utara Malaysia Agnaia, A. (1996). Assessment of Management Training Needs and Selection for Training: The Case of Libyan Companies. International Journal Manpower, 17, 3, 31-51. Alan, K. M., Yochanan, A., & Josse, R. (2008). Employee Training Needs and Perceived Value of Training in the Pearl River Delta of China: A Human Capital Development Approach. 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The Implementation of Training Needs Analysis (TNA) : A Study in Malaysian Banks and Financial Institutions

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