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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

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Chapter 12

Chapter 12


Undertake organisational training needs analysis

Training needs
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
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
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
TNA stages

  • Document review

  • Data collection

  • Training gap analysis

  • Report

Data collection tools
Data collection tools

  • Document review

  • Interviews and focus groups

  • Surveys and questionnaires

  • Observations

  • Most importantly—asking the RIGHT QUESTION

Job analysis
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
Data analysis techniques

Quantitative vs. Qualitative

Training solution considerations
Training solution considerations

Table 12.5 Consolidated overview of training options

Developing training plan
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
Training recommendations

Table 12.8 Considerations in recommending internal or external training

Tna presentation
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!