Please enable JavaScript.
Coggle requires JavaScript to display documents.
TOPIC 1: TRAINING NEEDS ANALYSIS (Methods used in Needs Assessment…
TOPIC 1: TRAINING NEEDS ANALYSIS
Definition
Process by which an organisation HRD needs are identified and it is the starting point of the HRD and training process. The concept of HRD need refers to a discrepancy or gap between what an organisations expects to happen and what actually occurs
Conducted by the HRD professional or an in-house trainer
Administered at regular intervals, usually every year or two
Purpose of Training Needs Analysis
Identifies an organisation’s goal and its effectiveness in reaching these goals
Identifies discrepancies or gap between employee’s skills and skills required for effective current job performance
Identifies discrepancies between current skills and skills needed to perform job successfully in the future
Identifies the conditions under which the Human Resource Development (HRD) activity will occur
Methods used in Needs Assessment
Observation
Questionnaire
Interviews
Focus Groups
Documentation
Online Technology
Different Levels of Training Needs Analysis
1. Strategic/Organisational Analysis
Components
Organisational Goals
Organisational Resources
Organisational Climate and Culture
Environmental Constraints
Definition
Process to better understand the characteristics of an organisation where training is needed and conducted
2.Task Analysis
Definition
Systematic collection of data about a specific job or group of jobs to determine what employees should be taught to achieve optimal performance
Process
Step 1: Overall Job Description
Step 3: Identify what it takes to do the job
Step 4: Identify the areas that can most benefit from training
Step 5: Prioritize training needs
Step 2: Task Identification
3. Person Analysis
Definition
Determines the training needs of the individual employee
It focuses typically on how well each employee is performing key job tasks, though this process may also identify a wide range of both common and unique HRD needs
It also examines their knowledge, skills and abilities
Components
Summary Person Analysis
Diagnostic Person Analysis
Process
Step 1: Perform or have access to a complete, accurate performance appraisal
Step 2: Identify discrepancies between the employee’s behaviour and/or traits and those required for effective performance
Step 3: Determine the source of the discrepancies
Step 4: Select the intervention appropriate to resolve the discrepancies
Prioritizing HRD Needs
Participation in the Prioritization Process
The HRD Advisory Committee
The Employees