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Level of Training Needs Analysis (Organisational Analysis (Data Source…
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
Understand organisation’s goals and strategies provides a starting point in identifying the effectiveness of the organisation
Organisational Resources
Having knowledge of the resources such as facilities, materials on hand, and the expertise within the organisation influences how HRD is conducted
Organisational Climate
If the climate is not conducive to HRD, designing and implementing a program will be difficult.
Environmental Constraints
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
Highlight deviations from objectives and performance problems
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
Provides estimate of the specific needs for HRD/training
Analysis of efficiency indexes:
Cost of labour, Cost of materials, Quality of product, Equipment utilisation, Cost of distribution, Waste, Downtime, Late deliveries, Repairs
Ratio between actual performance and desired or standard performance
Human Resource (Manpower) Inventory
Provides demographic database regarding possible scope of training needs
Changes in system or subsystem
Management requests or management interrogation
Exit interviews
MBO or Work planning and review systems
Provides actual performance data so that baseline measurements are known and improvement or deterioration of performance can be identified and analysed
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
5 Methods for task identification:
Stimulus response feedback
Time Sampling
Critical Incident Technique
Job inventories questionnaire
5.Job duty-task method
Step 3: Describe KSAOs needed to perform the job
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
Job Description
Job Specification
Performance Standards
Perform the job
Observe job work sampling
Ask question about the job
Training committees
Analysis of operating problems
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
Observation work sampling
Interviews
Questionnaires
Test (Job Knowledge, Skills, Achievement)
Attitude surveys
Checklist or training progress chart
7.Rating Skills
Critical Incidents
Diaries
Diagnostic Ratings
Assessment Centers
Coaching
MBO (work planning & review system)
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
Devised Situations:
Role Play, Case Study, Conference Leadership,
Training Sessions, Business Games, In-baskets