Chapter 12
Sponsored Links
This presentation is the property of its rightful owner.
1 / 13

Chapter 12 PowerPoint PPT Presentation

  • Uploaded on
  • Presentation posted in: General

Chapter 12. TAETAS501B Undertake organisational training needs analysis. Training needs. Determine organisational objectives, expectations and requirements Develop a professional relationship with the organisation Address any issues that may impact on these objectives

Download Presentation

Chapter 12

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript

Chapter 12


Undertake organisational training needs analysis

Training needs

  • Determine organisational objectives, expectations and requirements

  • Develop a professional relationship with the organisation

  • Address any issues that may impact on these objectives

  • Identify and access resources

  • Develop a project plan

Identifying objectives

  • Improved individual learning for new or existing staff

  • Access to government training incentives and funding for staff development, achievement and recognition of qualifications, or ‘up-skilling’

  • Productivity improvement

  • Developing administration and records management systems

  • Compliance with legislative or regulatory requirements

  • Individualised organisational training and skill requirements

Issues affecting TNA

  • Current and future market trends/conditions

  • Organisational culture and management support for a learning culture

  • Internal politics

  • Workforce perceptions and engagement

  • Availability of government funding support

  • Planned or anticipated restructuring

  • Potential changes in management

  • Funding and budgetary changes

  • Availability and constraints of expected training

  • Availability of organisational documentation


  • People

  • Documents

  • Goods/products

  • Environments

  • (Refer to the thorough lists in your textbook)

TNA stages

  • Document review

  • Data collection

  • Training gap analysis

  • Report

Data collection tools

  • Document review

  • Interviews and focus groups

  • Surveys and questionnaires

  • Observations

  • Most importantly—asking the RIGHT QUESTION

Job analysis

  • Duties of the job/role

  • Responsibilities of the job/role

  • Tasks involved in performance of the job/role

  • Required or expected knowledge

  • Attitude towards the work

  • How the job is performed, step-by-step

  • Equipment provided or required for the job tasks

  • The level of supervision, responsibility or autonomy

  • The working environment (e.g. safety, distractions, conditions, physical effort)

  • Performance measures or quality controls

Data analysis techniques

Quantitative vs. Qualitative

Training solution considerations

Table 12.5 Consolidated overview of training options

Developing training plan

  • Identify training needs and the data/evidence supporting your assessment of need

  • Recommend training required

  • Identify the target groups/individuals for the training

  • State training objectives

  • You may also include:

    • a cost estimate for each type of training offered

    • a proposed timeline for implementing the plan, and commencement/completion of the training

Training recommendations

Table 12.8 Considerations in recommending internal or external training

TNA presentation

Organised—logical flowing information (as per report format)

Attractive—not too busy or sparse, with a good balance of text to space

Easy to read—easily understood font, 11 or 12 point, with spaced paragraphs. Justified (left as a minimum). Use language appropriate to the client organisation, and avoid colloquialisms.

Appropriate illustrations—only use photos, graphs, tables or diagrams that are appropriate and relevant. The TNA is not a sales brochure or picture book!

  • Login