training need analysis
ABSTRACT
This paper investigates the literature on Training Need Analysis (TNA). The theoretical underpinnings of TNA and the various approaches used in firms are discussed in this paper. The different levels of analyses of training needs and the need for TNA in a firm are also discussed in this paper. The paper also throws light on the limitations of the conventional measures and approaches of TNA. Hence, the paper directs scholars towards the characteristic requirements of a TNA approach more suited for today’s world of work.
1. What is Training Needs Analysis (TNA)
Needs assessment, or needs analysis, is the process of determining the organization’s training needs and seeks to answer the question of whether the organization’s needs, objectives, and problems can be met or addressed by training . In addition to this TNA should include the determination of tasks to be performed, behaviors essential to the performance of those tasks, type of learning necessary to acquire those behaviors, and the type of instructional content best suited to accomplish that type of learning . An illustration of the various steps involved in training need analysis was given by Lawrie and Boringer :1) Use all possible internal and external sources of training need information, 2) Generate a large pool of items describing the trainee on the job behavior, 3) Administer the checklist to trainee behavior, 4) Cluster the training needs, and 5) Obtain information from training feedback.
Influence of theory in understanding training needs
Motivation theory
According to Campbell , Campbell, Weick, Dunnette, and Lawler have cited evidence for the motivational influence of an individual’s self efficacy on the perceived training needs.
General systems theory
Odiorne , describes the eight systems found in training. These also include the systems view on training needs as the cybernetic system view and the organism system view. The cybernetic
This paper investigates the literature on Training Need Analysis (TNA). The theoretical underpinnings of TNA and the various approaches used in firms are discussed in this paper. The different levels of analyses of training needs and the need for TNA in a firm are also discussed in this paper. The paper also throws light on the limitations of the conventional measures and approaches of TNA. Hence, the paper directs scholars towards the characteristic requirements of a TNA approach more suited for today’s world of work.
1. What is Training Needs Analysis (TNA)
Needs assessment, or needs analysis, is the process of determining the organization’s training needs and seeks to answer the question of whether the organization’s needs, objectives, and problems can be met or addressed by training . In addition to this TNA should include the determination of tasks to be performed, behaviors essential to the performance of those tasks, type of learning necessary to acquire those behaviors, and the type of instructional content best suited to accomplish that type of learning . An illustration of the various steps involved in training need analysis was given by Lawrie and Boringer :1) Use all possible internal and external sources of training need information, 2) Generate a large pool of items describing the trainee on the job behavior, 3) Administer the checklist to trainee behavior, 4) Cluster the training needs, and 5) Obtain information from training feedback.
Influence of theory in understanding training needs
Motivation theory
According to Campbell , Campbell, Weick, Dunnette, and Lawler have cited evidence for the motivational influence of an individual’s self efficacy on the perceived training needs.
General systems theory
Odiorne , describes the eight systems found in training. These also include the systems view on training needs as the cybernetic system view and the organism system view. The cybernetic
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