Background to training needs in an organisational context
There are many different definitions of a training need. According to Garavan et al (2003) who defines a training need as follows:
" We define a training need as a need for human performance improvement arising from a deficit or an opportunity that can be met by an appropriate training intervention"
Its is very important for organisations to identify gaps in performance, or gaps in future performance and more importantly if training is an appropriate intervention that can meet those gaps. Training and development will not fix all perceived problems or weakness 's. Training needs can be described as reactive and proactive. When a organisation identifies a gap in performance …show more content…
This can lead to greater confidence and support in the training and develop department.
Issues surrounding Training Needs Analysis (TNA)
There are many barriers to performing a training needs analysis in an organisation. While a training needs analysis is so important, it is sometimes seen as a time consuming and costly process. It is very difficult to measure the return on the cost involved. Some stakeholders will be reluctant to expose issues that highlight their own under performance. Some managers underestimate the importance of a training and development department; they want a ‘quick fix’. They often perceive to know the issues and what interventions are required. Managers may feel that a training intervention is an obvious solution to a training need and wonder why such a level of analysis is required. The success of the TNA requires management support and engagement. The quality and success of the TNA is largely down to the experience and expertise of the individual completing the TNA. Depending on the size of the organization and if there is a training and development department in place this experience may be
There are many different definitions of a training need. According to Garavan et al (2003) who defines a training need as follows:
" We define a training need as a need for human performance improvement arising from a deficit or an opportunity that can be met by an appropriate training intervention"
Its is very important for organisations to identify gaps in performance, or gaps in future performance and more importantly if training is an appropriate intervention that can meet those gaps. Training and development will not fix all perceived problems or weakness 's. Training needs can be described as reactive and proactive. When a organisation identifies a gap in performance …show more content…
This can lead to greater confidence and support in the training and develop department.
Issues surrounding Training Needs Analysis (TNA)
There are many barriers to performing a training needs analysis in an organisation. While a training needs analysis is so important, it is sometimes seen as a time consuming and costly process. It is very difficult to measure the return on the cost involved. Some stakeholders will be reluctant to expose issues that highlight their own under performance. Some managers underestimate the importance of a training and development department; they want a ‘quick fix’. They often perceive to know the issues and what interventions are required. Managers may feel that a training intervention is an obvious solution to a training need and wonder why such a level of analysis is required. The success of the TNA requires management support and engagement. The quality and success of the TNA is largely down to the experience and expertise of the individual completing the TNA. Depending on the size of the organization and if there is a training and development department in place this experience may be