Professional Documents
Culture Documents
18 May 2015
management
15
Training-needs analysis
to lift a companys productivity, you must first identify where
personal and organisational performance need to be improved.
SMaRT objective
SMaRT is a way of checking that your
objectives are clear. It applies to both work
and learning objectives:
Specific: You know exactly what it is you
have to do
Measurable: There is a clear way of
knowing when you have done it.
Achievable: It is achievable within your
reasonable control
Realistic: It is a realistic goal, bearing in
mind the time and the resources available (doesnt mean it shouldnt stretch or
challenge you!)
Time-bound: There is a date or deadline
for achieving the objective.
It involves determining which employees require training and those who do not
in order to help an organisation prioritise
those employees. It is important to take into
account peoples career ambitions and personal development objectives.
In less complex organisational structures,
people may be demotivated if there is lack of
progression or challenge built into their work
as there are fewer opportunities to move up
the career ladder.
However, there is also a need to be realistic
about what you can offer by way of development opportunities and to not raise expectations too high.
a proper feedback system can be helpful
in getting a clearer picture of individual performance. This approach is suitable for those
in management or leadership roles.
Some questions to ask for your personal
development plan:
1. What do you want to get from your
work?
2. What are your strengths?
3. What areas would you like to improve
in?
4. Where would you like more responsibility?
5. What is preventing you from developing, as you would like?
6. Which interests or talents would you
like to develop?
7. How do you like to learn?
8. What skills or experience would allow
you to feel more confident at work?
The outcome of training-needs analysis
at an individual level should be a training development plan, which outlines
individual training needs, objectives,
and linking them to the agreed work
objectives.
Benefits of Tna
Able to prepare systematic training plan
to support the company goals
Able to to apply different TNA tools to
enhance staff competency
Current staff will stay longer
Feelings of confidence, competence and
well-being in a good training
Staff know that whatever changes may
occur, they will be properly trained in
what they need to cope
Moving out of the organisation is a step
into the unknown
Meets ISO training plan requirements