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Training needs analysis is the first stage in the training process and involves a series of steps that reveal whether training will help to solve the problem which has been identified. Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”.
A needs assessment is a systematic process for determining and addressing needs, or "gaps", between current conditions, and desired conditions, or "wants". [ 1 ] Needs assessments can help improve policy or program decisions, individuals, education, training, organizations, communities, or products.
Person analysis is a phase of training needs analysis directed at identifying which individuals within an organization should receive training and what training they should receive. [1] A person analysis identifies individuals who are not meeting the desired performance requirements or goals.
The name is an acronym for the five phases it defines for building training and performance support tools: Analysis; Design; Development; Implementation; Evaluation; Most current ISD models are variations of the ADDIE process. [2] Other models include the Dick and Carey and Kemp ISD models. Rapid prototyping is another common alternative.
Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, personnel selection, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans. [8]
Recognition of prior learning (RPL), prior learning assessment (PLA), or prior learning assessment and recognition (PLAR) describes a process used by regulatory bodies, adult learning centres, career development practitioners, military organizations, human resources professionals, employers, training institutions, colleges and universities around the world to evaluate skills and knowledge ...
Process identification - identify objectives, scope, players and work areas. Information gathering - gather process facts (what, who, where, when) from the people who do the work. Process Mapping - convert facts into a process map. Analysis - work through the map, challenging each step (what-why?, who-why?, where-why?, when-why?, how-why?)
Requirements specification is the synthesis of discovery findings regarding current state business needs and the assessment of these needs to determine, and specify, what is required to meet the needs within the solution scope in focus. Discovery, analysis, and specification move the understanding from a current as-is state to a future to-be state.