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Literature Review TNA

The document discusses the importance of conducting a training needs analysis within organizations. It explains that a training needs analysis helps define current employee training, determine if it is sufficient or outdated, and identify needs for additional training. The analysis ensures training dollars and resources are used effectively and increases workforce efficiency and effectiveness. However, some training is based on personal wants rather than identified needs through a proper analysis. The document recommends organizations conduct an analysis through an initial needs assessment, organizational scan, focused data collection and interpretation, and subsequent action.

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Sudha Ram
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511 views2 pages

Literature Review TNA

The document discusses the importance of conducting a training needs analysis within organizations. It explains that a training needs analysis helps define current employee training, determine if it is sufficient or outdated, and identify needs for additional training. The analysis ensures training dollars and resources are used effectively and increases workforce efficiency and effectiveness. However, some training is based on personal wants rather than identified needs through a proper analysis. The document recommends organizations conduct an analysis through an initial needs assessment, organizational scan, focused data collection and interpretation, and subsequent action.

Uploaded by

Sudha Ram
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
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Training Needs Analysis Literature Review Draft

Aaron Ngieng 3197368

Literature Review
A training needs analysis must be carried out to employees within an organization as it helps to define the current training received by the employee and to then take it one step further to clarify whether or not the training is sufficient, or perhaps outdated and whether or not that employee feels as if they need to do more in terms of analyzing the training they have received and to evaluate it to then make the next step. Training needs analysis refers to organizations data collection activities that underpin decision making, particularly in relation to whether training, can improve performance, who should receive training and training content (Clarke, 2003). In terms of creating an overall strategic planning process, a training needs analysis should be carried out as it helps to make any further or extra training done after the analysis make sense and to clarify the reasons why extra training is needed and pursued by the employee to further his or her skills and to perhaps move up in that given organization or to even move to a different one. The training needs analysis is important within an organization and to those who work there. In short the training needs analysis is to utilize most effectively training dollars and resources (Moore, 1978, pg 532). The analysis also helps to increase efficiency and effectiveness in the workforce which can only be achieved through the use of a training needs analysis. Training needs analysis relates to job performance and therefore leads to many different reasons as to where a training need can occur. A training needs analysis is a tool used to establish the organization, departmental and individual objectives of those to be trained (Eighteen, 1999). However, job performance seems to be most relevant towards training needs yet when faced with the task of being trained, it seems as though with different jobs, different training and training needs analysis must be carried out since many different jobs work in different environments and are changing all the time. Training needs analysis is clearly important within an organization and its employees however, a lot of training programs are based on personal wants rather than identified needs (Anderson, 1994). This can be clearly shown when the employee is being trained on a specific task and for it to be left at that. Trainers seem to lack a theoretical basis for what they are doing and often fail to integrate training activities into the wider organizational context (Anderson, 1994). Clearer pathways to training needs analysis can be done though the use of initiating the needs of the analysis and to then conduct an organizational scan. Following this, a focused search should be carried out where data can then be properly collected and interpreted on and then for action to be taken out shortly after. By following these steps of a training needs analysis cycle, helps to cut out unwanted and irrelevant training as a training needs analysis is carried out.

Training Needs Analysis Literature Review Draft

Aaron Ngieng 3197368

References
Anderson, G 1994, A Proactive model for Training Needs Analysis, vol. 18, iss. 3, pp. 2328 Clarke, N 2003, The politics of training needs analysis, vol. 15, iss. 4, pp. 141-153 Eighteen, R 1999, Training needs analysis for IT Training, vol. 31, iss. 4, pp. 149-153 Leat, M & Lovell, M 1997, Training needs analysis: weaknesses in the conventional approach, vol. 21, iss. 4, pp. 143-153 Moore, M & Dutton, P, 1978, Training needs analysis: review and critique, The Academy of Management Review, vol.3, no. 3, pp. 532-542 Training Training Needs Training Needs Analysis Training Gap Example of Gap We saw earlier in the literature review, links to the reader

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