Training Need Assessment

On the training development, training need assessment have functioned a critical activity. On the practical of human resources or training specialist, adept to perform training need assessment should be done. How to conduct this need assessment process, follow by an in-depth look at the core concepts and steps involved in conducting a training needs assessment.

Training Need Assessment:
There are three levels of need assessment: organizational analysis, task analysis and individual analysis. Organizational analysis should identify:

• Environmental impacts 
• State of economy and the impact on operating costs
• Changing work force demographics and the need to address cultural or language barriers.
• Changing technology and automation
• Increasing global/world market places
• Political trends such as sexual harassment and workplace violence.
• Organizational goals (how effective is the organization in meeting its goals), resources available (money, facilities, materials on hand and current, available expertise within the organization).
• Climate and support for training (top management support, employee willingness to participate, responsibility for outcomes)

There are a variety of sources for collecting data for a task analysis:

• Job description - A narrative statement of the major activity involved in performing the job and the conditions under which these activities are performed. 
• KSA analysis - A more detailed list of specified tasks for each job including knowledge, skills, attitutes and abilities required of incumbents.
• Performace standards. This is needed to identify performance discrepancies.
• Observe the job/sample the work
• Perform the job
• Job inventory questionaire
• Review literature about the job
• Ask questions about the job
• Analysis of operating problems