International Journal of Innovation, Management and Technology, Vol. 2, No. 1, February, 2011 ISSN: 2010-0248 69 Abstract—Need for this paper arises because of the changing dimensions in the competency required by the organizations from their employees, and need to identify a tool which can serve a basis for change management and enhance the ability of unlearning so that a better learning can be imparted in them more easily and effectively. Gradual change is taking place inside and outside work culture of organizations, which is resulting in a need to maintain internal and external equity of competency of the employees with the change in job requirement, for performing job task keeping the efficiency constant. This paper is having a prime focus on redesigning a training system which can perform the task of Analysis of Training Need (AOTN) and Training Evaluation. For any training process AOTN and Evaluation are the prime components, where AOTN helps in appropriately identifying the areas where training can serve as a best tool for problem solving and generate a priority list. AOTN also strengthens the proposal for funding training from the investors. On the other hand Effective Evaluation projects and presents, in front of the investors, the extent to which the training program is able to achieve its objective by external and internal validation in the form of quantitative and qualitative reports. Internal Validation is the process of deciding what you are getting and External Validation is establishing whether it is what you want. Authors have redesigned the stages of Evaluation and overlapped it with the process of Analysis of Training Need (AOTN). This overlapping continuously tracks the different stages, and warns for taking a correction measure immediately whenever there is an anomaly. With its help, investment (in terms of money and time) made on training can be saved, by formulating and executing new solutions for enhancing the effectiveness of this self-improving mechanism. This process continues until the desired level of competency is attained. Index Terms—Analysis of Training Need (AOTN), Competency, Evaluation, Standard of Performance (SOP). I. INTRODUCTION Competence, or lack of it, is at the root of success and failure of individuals as well as organizations. Competence is created by Education while its enhancement requires Training. Education is an approach for broadening the horizon of an individual to increase his thinking and reasoning ability; while Training is an instructor-led, content-based intervention that leads to desired change in the behavior of an individual to perform a repetitive task effectively and efficiently. It has been realized that the Manuscript received November 30, 2010. Sumit Prasad is with the Amrapali Institute of Technology and Sciences, Haldwani, Uttarakhand 263139 India (phone: +919410579673; fax: None; e-mail: sumitprasad_coer85@yahoo.co.in). Anupa Chaudhary is with the Amrapali Institute of Technology and Sciences, Haldwani, Uttarakhand 263139 India. (e-mail: anupa.chaudhary@gmail.com). Subodh Prasad is with Information Technology Department, Amrapali Institute of Technology and Sciences, Haldwani, Uttarakhand 263139 India, (e-mail: subodhprasadgbpuat@gmail.com). primary reasons for failure in attaining the required level of job performance are regularly changing nature of jobs and acceptance of change by employees due to skill-obsolescence. This skill-obsolescence can be safely taken care of by imparting suitable Training to the concerned employees. The importance of Competence has progressively increased in the modern era. Organizations have realized that despite continuous increase in technical and other inputs, returns reach a plateau. To enhance their return beyond this plateau, organizations have progressively resorted to improvement in employee competence. This has made organizations realize that investing in various Human Resource initiatives, such as Career Advancement Opportunities pays itself back with a dividend by way of increased employee productivity. As a complementary tool to Career Advancement Opportunities, Training has become a potent means of keeping employees updated with the required competence level for performing a specified job and also helps in change management. II. TRAINING SYSTEM Please refer Figure I. Figure I- Training System Flowchart 1- Pre Training Evaluation: In traditional approach evaluation is considered as an end phase of any process to measure the effectiveness of the Training System – A Perspective Sumit Prasad, Anupa Chaudhary and Subodh Prasad, Member, IEDRC