Level of Training Needs Analysis

Definition

The level of training needs analysis is to determine the type of training needed.

Organisational Analysis

Determine where training and HRD efforts are needed and the conditions under which they should be conducted

Components

Organisational Goals

Organisational Resources

Organisational Climate

Environmental Constraints

Understand organisation’s goals and strategies provides a starting point in identifying the effectiveness of the organisation

Having knowledge of the resources such as facilities, materials on hand, and the expertise within the organisation influences how HRD is conducted

If the climate is not conducive to HRD, designing and implementing a program will be difficult.

Legal, social, political and economic issues faced by an organisation

Obtain strategic information

To determine training and HRD needs: Human resource inventories, skills inventories, organisational climate measures and efficiency indexes

Data Source

Organisational Goals and Objectives

Organisational climate indexes:
Labour Management data- strikes, lockouts, etc.
Grievances, Turnover, Absenteeism, Suggestions, Productivity, Accidents, Short-term sickness, Observation of employee behaviour, Attitude survey, Customer complaints

Skills Inventory

Analysis of efficiency indexes:
Cost of labour, Cost of materials, Quality of product, Equipment utilisation, Cost of distribution, Waste, Downtime, Late deliveries, Repairs

Human Resource (Manpower) Inventory

Changes in system or subsystem

Management requests or management interrogation

Exit interviews

MBO or Work planning and review systems

Job/Task Analysis

Reviewing the jobs involved and the tasks performed in those jobs

Five Step Process

Step 1: Develop an overall job description


Develop an overall description of the job or job being analysed.

Step 2: Identify the task (Task identification)

  • Focuses on the behaviours performed within a job.
  • Clearly describe the major tasks within the job and how each task should be performed

Step 3: Describe KSAOs needed to perform the job

5 Methods for task identification:

  1. Stimulus response feedback
  2. Time Sampling
  3. Critical Incident Technique
  4. Job inventories questionnaire
    5.Job duty-task method

A clear KSAO statement should be written and evaluated to their importance to job performance and the opportunity to acquire it

Step 4: Identify areas that can benefit from training

Determine which tasks and capabilities should be included in HRD programs

Step 5: Prioritise training needs

The tasks and KSAOs should be prioritised to determine which ones should be addressed first.

Data Source

  1. Job Description
  2. Job Specification
  3. Performance Standards
  4. Perform the job
  5. Observe job work sampling
  6. Ask question about the job
  7. Training committees
  8. Analysis of operating problems
  9. Card Sort

Person Analysis

Determining the training needs of the individual employee

Components

Summary person analysis: determine the overall success of individual employee performance

Diagnostic person analysis: discover the reasons for an employee’s performance

Data Source

  1. Observation work sampling
  2. Interviews
  3. Questionnaires
  4. Test (Job Knowledge, Skills, Achievement)
  5. Attitude surveys
  6. Checklist or training progress chart
    7.Rating Skills
  7. Critical Incidents
  8. Diaries
  9. Diagnostic Ratings
  10. Assessment Centers
  11. Coaching
  12. MBO (work planning & review system)
  1. Performance data or appraisals as indicators of problems or weaknesses:
    Productivity, Absenteeism or tardiness, Accidents, Short-term sickness, Grievances, Waste, Late deliveries, Product quality, Downtime, Repairs, Equipment utilisation, Customer complaints
  1. Devised Situations:
    Role Play, Case Study, Conference Leadership,
    Training Sessions, Business Games, In-baskets

Provides demographic database regarding possible scope of training needs

Provides estimate of the specific needs for HRD/training

Highlight deviations from objectives and performance problems

Ratio between actual performance and desired or standard performance

Provides actual performance data so that baseline measurements are known and improvement or deterioration of performance can be identified and analysed