HUMAN RESOURSE MANAGEMENT

Strategic planning, Learning theory and Training need analysis



Strategic planning, Learning theory and Training need analysis

Training Process Model

Analysis Phase

The first phase in the TPM is the analysis phase. It is also referred to as a phase of Training Needs Analysis (TNA). However, in a TNA both training and non-training needs are identified. An effective training system begins with the identification of the organization's training needs. These needs will create a performance gap. Things such as profitability shortfalls, low levels of customer satisfaction, or excessive scrap are all examples of a current performance gap. Another type of performance gap is future-oriented.

The Analysis Phase also attaches priorities to the training needs that are identified. Not all needs will have the same level of importance for the company. This process of data gathering and casual analysis to determine which performance problems should be addressed by training in the analysis phase. (Kirkpatrick, 1996)

Design Phase

In addition to areas of training needs identified in the analysis phase, constraint and support are the inputs to the design phase. An important output from the design phase is the development of training objectives that provide specific direction for what will he trained and how. These objectives specify the employee and organizational outcomes that should be achieved as a result of training and become inputs to the evaluation phase. Another part of the design process is identifying the factors needed in the training program to facilitate learning and its transfer back to the job, including identifying alternative methods of instruction.

Development Phase

Program Development is the process of formulating an instructional strategy to meet a set of training objectives. The instructional strategy consists of the order, timing, and combination of methods and elements used in the training program. Inputs into this phase are provided by the ...