Need Identification
Methods of needs identification - the process The following paragraphs describe ten important steps in training needs identification and analysis. 1. Stakeholder analysis
The topic on this subject (Part II - topic 2) clearly indicates how important it is to identify all possible stakeholders with an interest in the training process, including the identification and assessment of the training needs. Stakeholder analysis in the context of needs assessment will reveal the importance and possible influence of the stakeholders in TNA, their type of participation, interest and possible impact on them. 2. Selecting and using the research methods to identify training needs
Identifying training needs is a form of research. First, evidence suggests that there is a basic problem which can be addressed through training. It may also be necessary to address the problem with non-training measures. So it is important to identify clearly the ‘training gap’. This is found by comparing an existing situation with a future, desirable situation, and then finding out how training can bring us from ‘here’ to ‘there’. Various methods may be used to do this, including the following: self-report questionnaires
observation
individual interviews
checklist / job description
diary records
work sampling
technical expert conference
critical incident
examination of existing records. Interviews are one of the most important methods used in TNA: suggestions on how to improve interviewing are given on page 89 - Semi-Structured Interviewing.
The choice of research method will depend on the questions which are to be asked. The questions will emerge as you consider what needs are being addressed (organizational, job, individual). One useful tool is to match the questions with the research methodology, as follows:
Example: TNA related to mangoes Logistics and strategy for the TNA
Once the questions and methodology
The topic on this subject (Part II - topic 2) clearly indicates how important it is to identify all possible stakeholders with an interest in the training process, including the identification and assessment of the training needs. Stakeholder analysis in the context of needs assessment will reveal the importance and possible influence of the stakeholders in TNA, their type of participation, interest and possible impact on them. 2. Selecting and using the research methods to identify training needs
Identifying training needs is a form of research. First, evidence suggests that there is a basic problem which can be addressed through training. It may also be necessary to address the problem with non-training measures. So it is important to identify clearly the ‘training gap’. This is found by comparing an existing situation with a future, desirable situation, and then finding out how training can bring us from ‘here’ to ‘there’. Various methods may be used to do this, including the following: self-report questionnaires
observation
individual interviews
checklist / job description
diary records
work sampling
technical expert conference
critical incident
examination of existing records. Interviews are one of the most important methods used in TNA: suggestions on how to improve interviewing are given on page 89 - Semi-Structured Interviewing.
The choice of research method will depend on the questions which are to be asked. The questions will emerge as you consider what needs are being addressed (organizational, job, individual). One useful tool is to match the questions with the research methodology, as follows:
Example: TNA related to mangoes Logistics and strategy for the TNA
Once the questions and methodology