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Training Needs Analysis (Benefits (Identify performance gaps, Aligns…

- - - - Focus groups
      - Observations
      - HR records
  - - - Cost
      - Return on Investment
      - Legal Compliance
      - Time
      - Remaining Competitive
  - - - What training is already being offered, and should be continued to be offered?
      - Will the training be conducted in-house or externally?
      - Can and should the training be conducted online?
      - What is the learning style of the participants?
- - - - Organisational goals
      - Organisational Resources and Core Competencies
      - Organisational Culture and Climate
      - Environmental Constraints
    - - Job-duty-task method
      - Skills inventory
      - HR Manpower inventory
      - Organisational Climate Indexes
      - Customer complaints
  - - - Overall Job Description
      - Task Identification
      - Prioritise training needs
      - Identify what it takes to do the job
      - Identify the areas that can most benefit from training HRD
    - - Stimulus-response-feedback
      - Critical Incident Technique (CIT)
      - Time sampling
      - Job Inventory Questionnaire
      - Job-duty-task method
  - - - Summary Person Analysis
      - Diagnostic Person Analysis
    - - Performance Appraisal in the Person Analysis Process
        
        Steps
        
        Identify the source of discrepancies
        
        Select the intervention appropriate to resolve them
        
        Identify discrepancies between the employee’s behaviour and those required for effective performance
        
        Perform or have access to a complete, accurate performance appraisal form
        
        Challenges
        
        Enormous costs and complexity when considered at organisational level
        
        Raters did not make accurate performance ratings; having rating errors and biases
        
        The manager’s ability to make accurate judgements due to rating errors and biases by raters
        
        Rating systems must includes all areas of required performance that can be identified
        
        Match deficiencies identified with specific remedial actions
        
        Ratings done for administrative purpose (Eg: Peers reluctant to honestly evaluate each other’s performance if ratings will be used to make pay or layoff decisions)
        
        Lack of agreement among sources due to rater error and other biases; sign of potential problems and poor information
      - Observation Work Sampling
      - Interviews
      - Surveys, questionnaires & self-assessments
      - Tests
      - Attitude Surveys
      - Checklists/Training Progress Charts
      - Critical Incidents