Applying Training Concepts

Applying Training Concepts

Describe the circumstances under which the organization you selected would need to conduct a training analysis (TNA).

Federally Employed Women (FEW) works to end sex and gender discrimination, to encourage diversity for inclusion and equity in the workplace, and for the advancement and professional growth of women in federal service. The training needs analysis is an approach to the training process that seeks to assess the skills and attributes necessary to achieve a desired outcome, and then compare those needs with the assets currently on hand to help in achieving goals. As part of the process, TNA then helps determine how to fill the spaces between the skills on the part and the skills needed to succeed. Once the analysis of training needs is complete, you can implement the training program and all personnel involved in the attempt to acquire additional training as necessary to support the activity under review (Brown, 2002).

The training needs analysis has several objectives. The fundamental reason for this exercise is to identify the distinctions between the actual performance level and the desired performance level. This involves three steps:

Identification of knowledge and skills required.

Assessing the current situation.

Appreciation of the difference between the current and desired state.

Preferably, these three steps must be carried out separately and sequentially.

Sometimes conducting a needs analysis raises friction: different actors do not all have the same perception of the current situation or even the notion of necessary standards. When there is confrontation between the desired standards and positions of existing staff, the needs analysis should be conducted sensitively (Robyn, 1992).

The result of this analysis provides the knowledge base on which it is then possible to design or training programs. In addition to allowing the pursuit of this objective, the needs analysis is useful:

to understand the changes facing the organization;

to transform the system of classification of personnel in a real system of personnel development;

to identify options for solutions to problems;

to provide arguments for increased training;

to generate a high level of support.

Create a plan for the same organization to actually conduct the TNA.

There are two approaches for the analysis of training needs at the organizational level:

The integrated approach: analytical, thorough and complete, it is considered the ideal approach. However, this view may be exaggerated because this approach is expensive, it takes time, that its implementation can be cumbersome and it does not necessarily apply to all situations.

The performance-based approach: it relies less on a complicated methodology and it is more concentrated on the problems. Because it is much less expensive, this approach knows a lot of popularity.

In our organization we will be employing the integrated approach for analyzing the current situation of the organization and preparing it for a bright future ahead. An integrated approach generates an impressive amount of information that can then be used for several purposes, including development of human resources. Such an approach allows reviewing the organization as a whole before making decisions about work organization and training. Each unit and each type of employment must be ...