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Total Training Analysis (Purpose (organisational goals & effectiveness…
Total Training Analysis
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Purpose
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discrepencies & gaps between employee's skills & skills required for effective current job performance
Discrepencies or gaps between current skills and the skills needed to perfomr the job successfully in the future
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Level of Needs
Organisational
training and development needs are those relating to the competence of individuals in their jobs, what those individuals do in their jobs, and what they should do to ensure that the organisation is able to meet its objectives.
Components
Goals
Understanding an organisation’s goals and strategies provides a starting point in identifying the effectiveness of the organisation.
Areas where an organisation meets its goals should be monitored to ensure that opportunities for improvement and potential problems are identified early
Resources
awareness of an organisation’s resources and competitive strengths or “core competencies” is particularly useful in establishing HRD needs.
eg. money,facilities, materials on hand, and the expertise within the organisation
Climate
If the climate is not conducive to HRD, designing and implementing a program will be difficult
eg.if managers and employees do not trust one another, employees may not participate fully and freely in a training program, which reduces training effectiveness.
Constraints
constraints include legal, social, political and economic issues faced by an organisation.
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Task
Process
Step 1: Overall Job Description - Develop an overall description of the job or jobs being analyzed. (statement of the major activities involved in performing a job and the conditions under which these activities are performed.)
Step 2: Task Identification - Focuses on the behaviors performed within a job. (major task, how it should be performed, variability of performance)
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Step 3: Identify What It Takes To Do The Job
HRD professional must specify the KSAOs because it is these competencies that employees must develop or acquire during the training program.
Clear KSAO statements should be written and then evaluated as to their importance to job performance, learning difficulty, and the opportunity to acquire them on the job.
Knowledge:
An understanding of a body of information, usually of a factual or procedural nature, that makes for successful performance of a task
Skill: An individual’s level of proficiency or competency in performing a specific task; level of competency is usually expressed in numerical terms
Ability: more general, enduring trait or capability an individual possesses when he or she first begins to perform a task
Others: Includes personality,interests and attitudes
Step 4: Identify the Areas That Can Most Benefit from Training - focuses on determining which tasks and capabilities should be included in HRD programs.
Step 5: Prioritise Training Needs- At the end of Step 4, it should be clear which tasks and KSAOs could benefit from training. These tasks and KSAOs should be prioritised to determine which ones should be addressed first. Again, inspection of the ratings provided in Step 2 and Step 3 can facilitate the prioritisation process
Training needs under the job level are those which relate to skills, knowledge and attitudes an individual must have to carry out a job irrespective of who he or she is.
explains what must be done to perform a job or complete a process successfully. It is 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.
Person Analysis
reveals who needs to be trained and what kind of training they need.
This type of assessment determines the individual’s existing skills and competencies, their learning style and capacity for new work. The individual analysis identifies who within the organization requires training and what kind of training is needed.