Bee and Bee (1994) identified following levels as the common structure for classifying methods of identifying training needs:
a. Organisational Level- identifies training needs for the organisation.
b. Occupational/ Group Level- identifies training needs for particular occupation or group.
c. Individual Level- identifies training needs for individuals.
These are mutually dependent in carrying out TNA; one leads to another. There are another two types of training needs analysis (Boydell 1990; cited by Bee and Bee 1994):
a. Present needs- it deals with current objectives, eg. TNA for current job or immediate change in working environment.
b. Future needs- it deals with long(er) term objectives. eg. TNA for future jobs, future strategically changes in business or long-term environmental changes.
To make it more effective TNA both present and future needs of training should be carried out in all three levels and it should be carried out very often.
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