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Training Needs Analysis - Coggle Diagram

- - - - Involves measuring a variety of factors at multiple levels of the organisation
    - - Managers rather use their limited resources than do a needs assessment which they consider to be a preliminary activity
    - - Managers might choose to copy the training needs analysis of well-admired organisations or their competitors.
    - - Human Resource Development professional may be incompetent in selling the needs assessment to the higher management.
- - - - Aims to imrpove organisation by searching for new and better ways to perform tasks
      - Discovered through intuition, insight or expert consideration
    - - Mandated by Law
      - Examples include safety training, food handling or compliance with healthcare regulations
      - Important in determining how intervention perceived and how it should be conducted
    - - Focus on factors leading to effective performance
      - Focus on preventing new problems from being created rather than emphasising on already existing problems
      - Can be identified by studying all factors affecting performance and finding how effective the performance is obtained
- - - - Money
      - the knowledge of overall company resources such as its facilities, resources on hand and the expertise within the organisation
    - - Trust among the employees
      - Problems between senior and middle managers during an organisational restructuring
    - - It provides a starting point in identifying the effectiveness of an organisation
    - - It falls within the threat area of an organisational strengths, weaknesses, opportunities and threats analysis.
      - Demand for certain types of Human Resource Development Programs can be affected
- - - - Information of a job being determined and clearly described
      - how each task should be performed like performance standards
      - focuses on the behaviours within the job.
      - variability of performance which are how the tasks are actually performed daily
      - Five Methods
        
        time sampling
        
        critical incident technique
        
        stimulus-response-feedback
        
        job inventories
        
        job-duty-task method
    - - Focuses on determining which tasks should be included in Human Resource Development Programs.
      - Both ratings of tasks as well as ratings of KSAOs should be examined.
    - - be prioritised to determine which ones should be addressed first
    - - Human Resource Development professional must specify the KSAOs employees must develop or accquire during the training program
      - valuable in determining the focus of a Human Resource Development Program.
    - - narrative statement of the major activities involved in performing a job
      - condition under which these activities are performed
      - Systematic study of a job to identify its major components and generally involves observing a job being performed that include things like jobs, tasks, working conditions and KSAOs