TRAINING NEEDS ANALYSIS

TRAINING NEEDS ANALYSIS

1. It is the process by which organisation's HRD needs are identified and articulated

2. Purpose

   • Identify an organisation’s goal and its effectiveness in reaching these goals
   • Identify discrepancies or gap between employees’ skills and the skills
   • Identify discrepancies between current skills and the skills needed to perform a job
   • Identify the conditions under which the HRD activity will occur

3. Limitations

   • a) Difficult and time-consuming process
   • b) Action is valued over research
   • c) Lack of support for needs assessment

4. Levels of Training Analysis

   • Strategic/Organisational Analysis
     • Components
       • Organisational Goals
       • Organisational Resources
       • Organisational Climate
       • Environmental Constraints
     • Advantages
       • Reveals where HRD is needed
       • Reveals organisational and environmental conditions
       • Ensures that all HRD programmes are tied to the organisation’s strategy and mission
       • Generate support for HRD efforts and increase motivation for those being trained
     • Sources of data
       • Human Resource (Manpower) Inventory
       • Goals & Objectives
       • Changes in system or subsystem
       • MBO or work planning and review systems
       • Skills Inventory
       • Exit Interviews
   • Task Analysis
     • Process
       • Step 1 : Job Description
       • Step 2: Task identification
       • Step 3: What it takes to do the job
       • Step 4: Identify areas that can most benefit from training
       • Step 5: Prioritise training needs
     • Sources of data
       • Job Description
       • Performance Standards
       • Job Specification
       • Perform the Job
       • Training Committees of conferences
   • Individual/Person Analysis
     • Sources of Data
       • Observation Work Sampling
       • Interviews
       • Questionnaires
       • Attitude Surveys
       • Checklists or training progress charts