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Training and Development System
Notes Self Assessment
Fill in the blanks:
4. In most of the Small organisation the ................................. decide who is to be trained.
5. In Task Analysis Approach ………………. and the competence desired to perform the task
precisely identify the training needs.
6. Competence Analysis combines both the ………….. and study of specifications.
3.3 Training Need Assessment Process
3.3.1 Designing the Training Needs Analysis Process
When the purpose and objectives of the training analysis have been determined, the next phase
of the training analysis process is to identify the kinds of data required to meet those objectives.
The data needed falls into the following major categories:
(a) Data to define the need.
(b) Data to identify the solution.
(c) Data to specify those needing training.
(d) Data to provide the planning details for delivery of training.
To develop any kind of useful training plan, all these kinds of data must be obtained at some
point in the training needs analysis process, either formally or informally. It is extremely
important that organisations be aware of the kinds of data with which the training needs analysis
process is concerned, so that they may select or develop the most appropriate data-gathering
instruments for their needs.
(a) Data to define the need: In training needs assessment, defining training needs is
appropriately approached from a performance analysis perspective. That is, there are two
important pieces of information which must be gathered viz the desired level of
performance and the actual level of performance. By obtaining these two pieces of data, a
discrepancy is set up which defines the problem. This discrepancy, then, defines the training
need, assuming that the cause of the discrepancy is due to some knowledge/skill deficiency.
To define training needs thoroughly, it is also necessary to consider the dimension of
time; the concept of immediate needs versus long-range needs must be dealt with. It is the
responsibility of “management” within the organisation to identify and prioritise the
immediate needs and the long-term needs. Those needs classified as immediate can,
through proper design, be accomplished through training programmes. The long-term
needs will indicate, to the management a concern for direction and planning the
development processes of personnel to meet the future changes and requirement in the
organisation.
(b) Data to identify the solution: The second major area is data identifying the solution to a
training need. Data-gathering cannot stop at defining the need; data on alternative methods
for meeting the need must also be provided. This requires a variety of kinds of information
about potential training and development experiences. This kind of information can be
clearly defined through answers to two questions viz (a) What kind of training or
development experience is appropriate for meeting the identified need? (b) what are
sources available for meeting the need?
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