Scope & requirements of Needs Assessment

DACE C4 - My journey on 20/07/10

Interesting to note that the latest preferred term for Training Needs Analysis (TNA) which has been used for the past donkey years is now called Needs Assessment (NA). Ya, the incorporation of WSQ assessment theory and needs basis are all part of this influence.

The NA identifies the root cause of the training which addresses a training or non-training intervention. The non-training intervention are most likely HRM issues within a Company which must be dealt by HRM practitioner.

Total agreeable with Brown that the gathering of Data/ information/ reasons are important so that specific training requirements can be developed to accomplish objectives. Not forgetting the closing of Performance Gap must also be considered in NA as Gupta puts.

The overall objective of an NA is to align Performance to business goals. HRM can consider to use the same tools during staff appraisal. These are are some Performance Improvement components that we can consider:-
1) Business and Organizational goals
2) Systemic approach base on outcomes
3) Performance accomplishments and performance
4) Analysis of Performance gaps
5) Interventions to close performance gaps

What I like about the 3 types of interventions mentioned below which can also be contextualise to fit the HRM framework during disciplinary and grievances procedure are:-
1)Motivational, 2)Structure/Process and 3)Knowledge and Skills.