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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.
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]
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.
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.
And given the Academy’s current 50% failure rate, a more effective ATC skills assessment test must be developed to better predict a candidate’s ability to succeed prior to entering training.