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Training Needs Analysis (LEVELS OF NEEDS ANALYSIS (ORGANISATIONAL ANALYSIS…
Training Needs Analysis
DEFINITION
A process by which an organisation's human resource development (HRD) needs are identified and articulated. It is the starting point of the HRD and training process.
PURPOSE
identifies:
- organisation's goals and its effectiveness in reaching these goals
- discrepancies or gaps between employee's skills and skills required for effective current job performance
- discrepancies (gaps) between current skills and skills needed to perform the job successfully in the future
- conditions under which the HRD activity will occur
LEVELS OF NEEDS ANALYSIS
ORGANISATIONAL ANALYSIS
DEFINITION
process used to better understand the characteristics of an organisation to determine where training and HRD efforts are needed and the conditions under which they should be conducted.
COMPONENTS/ FACTORS
- organisational goals
- organisational resources
- organisational climate
- environmental constraints
Advantages
- reveals where HRD is needed and the organisational and environmental conditions that may affect HRD efforts
- knowledge of these issues ensure all programs are tied to organisation's strategy and mission
- increase motivation
TASK ANALYSIS
DEFINTITION
A systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance.
TASK ANALYSIS PROCESS
1) Develop an overall description
2) Identify the task
3) Describe KSAOs needed to perform the job
4) Identify areas that can benefit from training
5) Prioritise areas that can benefit from training
PERSON ANALYSIS
DEFINITION
This analysis is directed at determining the training needs of the individual employee. It focuses on how well each employee is performing their key job tasks.
COMPONENTS
- Summary person analysis
- Diagnostic person analysis
PERSON ANALYSIS PROCESS
Step 1: Perform or have access to a complete, accurate performance appraisal
Step 2: Identify discrepancies between employee's behavior and traits and those required for effective performance
Step 3: Identify the source of discrepancies
Step 4: Select the intervention appropriate to resolve the discrepancies
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