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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.
Determination of training needs: "Employee training and development are crucial components in helping an organization achieve strategic initiatives". [14] [44] It has been argued that for PAs to truly be effective, post-appraisal opportunities for training and development in problem areas, as determined by the appraisal, must be offered. [45]
A needs assessment, an analysis of corporate and individual goals, is often undertaken prior to the development of a training program. [105]: 164 In addition, a careful training needs analysis is required in order to develop a systematic understanding of where training is needed, what should be taught, and who will be trained. [100]
Much of the actual focus has been on training and educational inputs [9] where it may be a euphemism for education and training. [10] For example, UNDP focuses on training needs in its assessment methodology rather than on actual performance goals. [11]
The needs assessment can predict the degree of effectiveness of training and development programs and how closely the needs were met, the execution of the training (i.e. how effective the trainer was), and trainee characteristics (e.g. motivation, cognitive abilities). [28]
Training: The job description should show the activities and skills, and therefore training, that the job requires Discovering unassigned duties : Job Analysis can also help reveal unassigned duties. For example, a company's production manager says an employee is responsible for ten duties, such as production scheduling and raw material purchasing.