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LO2 Identify IT System Training Needs

The document discusses various methods for identifying training needs within an organization. It outlines 9 techniques for determining specific training needs, including observation, interviews, questionnaires, job descriptions, difficulty analysis, problem solving conferences, appraisal reviews, drive pattern identity, and analysis of organizational policy. The goal of conducting a training needs analysis is to identify any issues in the workplace and determine if training could help address them. The needs will depend on the backgrounds and experience levels of the employees.

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135 views13 pages

LO2 Identify IT System Training Needs

The document discusses various methods for identifying training needs within an organization. It outlines 9 techniques for determining specific training needs, including observation, interviews, questionnaires, job descriptions, difficulty analysis, problem solving conferences, appraisal reviews, drive pattern identity, and analysis of organizational policy. The goal of conducting a training needs analysis is to identify any issues in the workplace and determine if training could help address them. The needs will depend on the backgrounds and experience levels of the employees.

Uploaded by

Techalew
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Conduct / Facilitate User

Training
LO2:Identify IT system training needs

2019
Identifying Training needs
Training needs analysis process is a series
of activities conducted to identify
problems or other issues in the
workplace, and to determine whether
training is an appropriate response.

24
Identifying Training needs
Methods of Identifying Training Needs
Training needs will differ with the backgrounds of the
employees to be trained, and their present status in the
organization.
Basically, a candidate for training may come from any one of
three groups :
New hires
Veteran (Experienced person/Expert) employees
Trainees currently in the training pipeline ( currently in the
training program )
25
Determining Specific Training Needs
Techniques for Determining Specific Training
Needs
There are a number of practical methods you can
use to gather data about employees’ performance.
Each works well in given circumstances;
therefore, you must determine which be the best for
you.
Always use at least two, if for no other reason to
validate your findings.
26
Determining Specific Training Needs
1. Observation
In this approach, an employee’s performance itself is
you source of information.
You evaluate a worker’s performance through first-
hand observation and analysis.

27
Determining Specific Training Needs
2. Interviews
The use of interviews in conducting the needs analysis is
strongly urged.
The prime value of interview guides is that they ensure the
same types of data from all sources.
This allows you to determine whether a piece of information
is one person’s opinion, or part of a widespread perception.
Since the interview guide forces you to ask each worker a
number of predetermined questions, you must select those
questions that are essential to what you are trying to learn.
28
Determining Specific Training Needs
3. Questionnaires
A questionnaire is a sort of interview on paper.
You create your own questionnaire by writing down
all the questions you want employees to answer for
you. Then you mail it to them and await their
responses.

29
Determining Specific Training Needs
4. Job Descriptions
Before establishing a job description, a job analysis
must be made.
This job analysis involves a thorough study of all
responsibilities of the relevant job.
It is company wide in scope and should be detailed to
such a degree that those conducting the training can
use the job analysis as a yardstick for their course
content.
30
Determining Specific Training Needs
5. The Difficulty Analysis
The Difficulty Analysis establishes which of the duties
cause the employee the greatest amount of troubles
and how this trouble can be reduced through better
training.

31
Determining Specific Training Needs
6. Problem Solving Conference
Another time-tested technique for gathering needs
analysis material from employees is to conduct periodic
problem solving conferences which may take the form
of or be part of a plan for a new product, task or
technology, or tied in with a training program It is
always helpful to utilize an outside consultant to
moderate such sessions.

32
Determining Specific Training Needs
7. Appraisal Reviews
During the periodic counseling performance
interview, an employee should be questioned
regarding the duties and training of a worker.
Comments rendered during the appraisal
interviews normally are genuine, and can frequently
assist in establishing the needs, variations and
penetrations that a training program should include.

33
Determining Specific Training Needs
8. Drive Pattern Identity
The extent of an employee’s development depends on his
motivations.
Identifying the forces that cause an employee to behave in a certain way
may be useful in determining his individual training needs and how to
stimulate his desire to fulfill that need.
An analysis of this kind, for example, may determine that the employee
has an urgent need for self-confidence. His individual program should be
made to stress the importance of attitude, skills etc., and any other assets
that would give him this self- confidence.

34
Determining Specific Training Needs
9. Analysis of Organizational Policy
Organization policy will affect the amount of training offered.
An explanation of various policies should be covered in the
training program. Of particular concern are those policies that
involve change, alteration and major revamping of training
programs. In organizations undergoing merger activity,
product diversification and new penetration, a great deal of
sensitivity must be placed on policies today and expected
changes in the future.

35

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