Page 47 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes Processing the Data

Once needs have been surfaced, decisions must be made as to how they will be met; these
decisions for allocating training resources should logically be based on a determination of the
relative importance of different training needs. Establishment of training priorities is crucial in
ensuring that the training and employee development programme is oriented to and effectively
supports achievement of the organisation’s mission and goals. There are six basic factors that
should be considered in setting priorities for meeting training needs: (a) Impact (b) Scope
(c) Organisation Policy (d) Time (e) Need Type, and (f) Feasibility.
Identification of the importance of a sound training needs assessment process is described in
Figure below. The model gives individual organisations new ways of looking at what they do
in assessing training and at how they might improve their process to make more efficient use of
the training budget.

Figure 3.2: A Model for Needs Assessment

Determine the purpose

Identify data needed

Design data gathering approach

Gather data

Analyse and verify data

Set training priorities

By reviewing each of the stages of the model, organisations may re-examine the assumption
behind their own procedures. To help in this process, a summary of the major points of the needs
assessment model is outlined below.
Step 1: Determine the Purpose and Objectives of the Needs Assessment.
Step 2: Identify the Kinds of Information Needed.

Step 3: Design the Data-Gathering Approach.
Step 4: Gather Data.
Step 5: Analyse and Verify Data.

Step 6: Set Training Priorities.

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