Page 51 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes Expansion Promotion
Reorganisation Seasonal Variations
New Methods Change in Layout
New Equipment Special Jobs

New Products Changes in Manning Levels
Retirements Attritions
These are some examples of the sort of information a trainer must have at his fingertips to be
able to assess accurately the ‘gaps’ in people’s skills, knowledge and attitudes in the future. It is
quite often helpful to place them in order of priority as to whether they are (a) potential needs,
(b) pending needs or (c) current needs which have been overlooked.

Did u know? Training forecast is a function of Management Planning.

3.5.2 Training Needs Analysis

A training needs analysis is basically a data-gathering process used to identify and compare an
organisation’s actual level of performance to the projected (desired) level of performance.
The difference (discrepancy) will identify the immediate and/or long-range training need. The
“performance” can be interpreted to new managerial (behaviour) skills or technical (production)
skills required to do a job. Figure 3.5 below illustrates the interrelationship of these two dimensions.
Figure 3.5: Defining Immediate/Long-Range Training Needs

Current desired level of
performance

Immediate
Discrepancy Reveals training needs

Actual level of
performance

Long range
Discrepancy Reveals training needs

(Projected)
desired level of performance

Notes A training need analysis varies in size and scope according to how many different
purposes it serves. Too often, the training needs analyses are limited in scope. With
emphasis laid on objectives for the analysis, additional training data could be captured.
The effective management of training require a training needs analysis with a combination
of size and scope.

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