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Identifying organization needs Identifying individual training needs Specifying training needs Translating training needs into action
ORGANIZATION NEEDS
EV AL U TR ATI AI NG NI NG TH E
HOW? Collecting, analyzing and presenting data for Reaction level Immediate level Intermediate level Ultimate level Cost/benefit
AL DU VI S DI D IN E E G N IN G F Y IN TI AIN E N TR ID
HOW? Performance reviews Testing and assessment Succession planning Employee career objectives
What are the performance needs? Which are best met by training?
PEOPLE
What precisely is the performance gap?
TR
HOW? Preparing a job specification Analysing the performance gap
HOW? Assembling and prioritizing information. Preparing and monitoring training plans
E TH NG NI ING AN IN PL TRA
organization.
Maintain contacts with individual to assess attitudes and feelings. Be informed of current policies, targets and standards related to work performance.
Analytical tools
Informal Interview Observations Survey Method Performance Test Formal Interview Report Records and Documents Advisory Committees Formal Research
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1. 2. 3. 1.
When A performance gap is discovered. Management request training. Management thinks a training need is present. How Performance survey. 1.1 To evaluate performance gaps. 1.2 Cause of the gaps. The training survey. 2.1 Sending questionnaire to all the management that includes: 2.1.1 Training courses already gone through. 2.1.2 Department training needs. Psychological test.
2.
Eliminate invalid information. Group and Summarize remaining data Draw up conclusion Prepare a communication report.
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