Analysing the training needs
The training needs analysis may address the employer’s strategic or long-term
training needs or current training needs.
1. Strategic training needs analysis – Strategic goals (perhaps to enter new
lines of business or to expand abroad) often mean the firm will have to fill new
jobs. Strategic training needs analysis identifies the training employees will
need to fill these future jobs.
2. Current employees’ training needs analysis – Analysing current training
needs depends on whether training new or current employees. Managers use
task analysis to identify new employees’ training needs and performance
analysis to identify current employees’ training needs.
1. Task analysis is a detailed study of the job to determine what specific
skills the job requires. For task analysis, job descriptions and job
specifications are essential. They list the job’s specific duties and skills,
which are the basic reference points in determining the training
required. Managers also identify training needs by reviewing
performance standards, performing the job, and questioning current
jobholders and supervisors. Some managers supplement the job
description and specification with a task analysis record form. This form
consolidates information regarding required tasks and skills.
2. Performance analysis is the process of verifying that there is a
performance deficiency and determining whether the employer should
correct such deficiencies through training or some other means(like
transfer).Performance analysis begins with comparing the person’s
actual performance to what it should be.
Ways to identify how a current employee is doing:- Performance
appraisal, Job-related performance data, Observation, Interview, Tests,
Attitude surveys, Individual employee daily diaries, Assessment center
results,Special performance gap analytical software.
Uncovering why performance is down is the focus of
performance analysis. The aim here is to distinguish between can’t
do(don’t know what to do, lack of tools/supplies, no job aides, lack of
skills or inadequate training) and won’t do(eg., attitude problem)
The training needs analysis may address the employer’s strategic or long-term
training needs or current training needs.
1. Strategic training needs analysis – Strategic goals (perhaps to enter new
lines of business or to expand abroad) often mean the firm will have to fill new
jobs. Strategic training needs analysis identifies the training employees will
need to fill these future jobs.
2. Current employees’ training needs analysis – Analysing current training
needs depends on whether training new or current employees. Managers use
task analysis to identify new employees’ training needs and performance
analysis to identify current employees’ training needs.
1. Task analysis is a detailed study of the job to determine what specific
skills the job requires. For task analysis, job descriptions and job
specifications are essential. They list the job’s specific duties and skills,
which are the basic reference points in determining the training
required. Managers also identify training needs by reviewing
performance standards, performing the job, and questioning current
jobholders and supervisors. Some managers supplement the job
description and specification with a task analysis record form. This form
consolidates information regarding required tasks and skills.
2. Performance analysis is the process of verifying that there is a
performance deficiency and determining whether the employer should
correct such deficiencies through training or some other means(like
transfer).Performance analysis begins with comparing the person’s
actual performance to what it should be.
Ways to identify how a current employee is doing:- Performance
appraisal, Job-related performance data, Observation, Interview, Tests,
Attitude surveys, Individual employee daily diaries, Assessment center
results,Special performance gap analytical software.
Uncovering why performance is down is the focus of
performance analysis. The aim here is to distinguish between can’t
do(don’t know what to do, lack of tools/supplies, no job aides, lack of
skills or inadequate training) and won’t do(eg., attitude problem)
