TRAINING NEEDS ANALYSIS--criteria

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Published on February 5, 2013

Author: snisonko

Source: authorstream.com

TRAINING NEEDS ANALYSIS-criteria: TRAINING NEEDS ANALYSIS-criteria I.PERSON ANALYSIS II.ORGANISATIONAL ANALYSIS III.TASK ANALYSIS ORGANIZATIONAL ANALYSIS: ORGANIZATIONAL ANALYSIS How much are the t&d activities in your company linked with STRATEGIC planning? How much SUPPORT OF MANAGERS ,PEERS,AND EMPLOYEES FOR TRAINING ACTIVITIES do you have? How adequate are your TRAINING RESOURCES- people,place ,finance and facilities. QUESTIONS TO BE ASKED: QUESTIONS TO BE ASKED HOW MIGHT THE TRAINING CONTENT AFFECT OUR EMPLOYEES’ RELATIONSHIP WITH OUR CUSTOMERS? WHAT MIGHT SUPPLIERS,CUSTOMERS,OR PARTNERS NEED TO KNOW ABOUT THE TRAINING PROGRAMMME? PowerPoint Presentation: HOW DOES THE PROGRAMMES ALIGN WITH THE STRATEGIC NEEDS OF THE BUSINESS? Should organizational resources be devoted to this program? What do we need from managers and peers for this training programme to succeed? PowerPoint Presentation: WHAT FEATURES OF THE WORK ENVIRONMENT MIGHT INTERFERE WITH TRAINING (e.g., LACK OF EQUIPMENT,NO TIME TO USE NEW SKILLS)? DO WE HAVE EXPERTS WHO CAN HELP US DEVELOP THE PROGRAMME CONTENT AND ENSURE THAT WE UNDERSTAND THE NEED OF THE BUSINESS AS WE DEVELOP THE PROGRAMME? PowerPoint Presentation: WILL EMPLOYEES PERCEIVE THE TRAINING PROGRAMME AS AN OPPORTUNITY ?REWARD? PUNISHMENT?WASTE OF TIME? PERSON ANALYSIS: PERSON ANALYSIS BASIC NEEDS SELF EFFICIENCY AWARENESS OF NEEDS, CAREER INTERESTS, GOALS INPUTS: INPUTS UNDERSTANDING WHAT,HOW,WHEN TO PERFORM SITUATIONAL CONSTRAINTS SOCIAL CONSTRAINTS OPPORTUNITY TO PERFORM OUTPUT: OUTPUT EXPECTATIONS FOR LEARNING AND PERFORMANCE CONSEQUENCES: CONSEQUENCES NORMS BENEFITS REWARDS FEEDBACK: FEEDBACK FREQUENCY SPECIFICITY DETAILS PowerPoint Presentation: MOTIVATION TO LEARN LEARNING JOB PERFORMANCE TASK ANALYSIS: TASK ANALYSIS WORK ACTIVITIES(TASK) KNOWLEDGE,SKILL,ABILITY, PERSONAL CAPABILITY (COMPETENCY) CONDITIONS UNDER WHICH TASKS ARE PERFORMED.

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