【正文】 Evaluation The Benefits: ? Meets the needs of the individual and the specific job. The Drawbacks: ? Identifies individual needs only, rather than corporate needs. ? The job description may quickly be out of date. ? The training is reactive to the needs of the individual and is job specific. Effective Training Needs Analysis The methods introduced are all ways in which training needs can be identified. Their suitability will depend upon a no. of factors: 1. The culture and size of the anization 2. The human resources available and the expertise they can bring to the implementation of such methods. 3. The level of training needs you wish to identify, . Is it a corporate need or for a department or individual? 4. The amount of time and money available. It is remended that a bination of the methods is used, choosing suitable methods according to the level of need whether corporate, departmental, group of employees or an individual employee. Effective Training Needs Analysis – To Summarize… Determine: 1. Level of Needs – corporate, department, team, individual or specialist group 2. Two Approaches – all the anization or by exception 3. Training Development Needs are identified by the line manager, the individual employee, or the training development adviser – usually a bination. Suitability of the methods will depend upon: 1. Culture and size of the anization 2. Human resources and expertise available 3. Level of Needs 4. Amount of money and time available. Methods used in the identification of training development needs: 1. Performance Review or Appraisal 2. Development Centres 3. Human Resources Audits 4. Interviews 5. Questionnaires 6. Observation 7. Review of Organization / Business Plans 8. Desk Research 9. Group Discussion 10. Job Analysis Evaluation 11. A bination of methods suitable to the level of need to be analyzed is remended. Effective Training Needs Analysis 演講完畢，謝謝觀看！ 。 each one has benefits and drawbacks. Methods and approach should be applied depending on situations and ultimate objectives. Training Needs Analysis – Performance Review or Appraisal If your anization conducts performance reviews or an appraisal scheme, then the appraisal is pared with the job specification to find out what is missing, . identifying the gap between what should be done or what could be improved in job performance. Alternatively, the performance review or appraisal scheme may already do this, by paring job performance against specific performance criteria or objectives and may include a section on training development needs. Training Needs Analysis – Performance Review or Appraisal The Benefits: ? It looks at the needs of each individual ? Easily undertaken by line managers ? Incorporate future needs by specific individuals to meet the changes ? It emphasizes the importance relevance of continual development learning by the employee to the continued success of the anization, building loyalty mitment ? It is suitable for identifying individual team needs. The Drawbacks: ? Process lengthy ? Depends upon the accuracy of information within the job descriptions and the appraisal system ? Limited if the future plans of the anization are not municated to all employees. For example, a line manager may wish to expand develop his or her dept based on the past record of performance but may not be aware that the anization plans to reanize the dept is to be absorbed into another. Training Needs Analysis – Development Centres Development Centres are also known as the multi assessment approach. A variety of assessment techniques is used to ensure the widest possible coverage of skills and attributes. It is multidimensional, in that the techniques used are individual group, oral and written, and include psychometric tests as well as personality and career interest questionnaires. Training Needs Analysis – Development Centres The Benefits: ? Clearly defined criteria ? Current performance and the potential of the individual is assessed objectively by a number of assessors rather than one manager’s judgment ? Identify widespread shortages of skill ? The Development Centre is designed to make assessments against clearly identified criteria for specific groups within the anization and therefore it is tailor made to the anization’s requirements. The Drawbacks: ? Expensive to design and set up. Assessors require specific training. Often anizations need to bring in outside assistance. ? Too plex for a small anization. Training Needs Analysis – Human Resources Audit This is simply looking at the number of employees within the anization and their location within the anizational structure, detailing their age and the number of years in their current post. A parison is then made with the number of employees required for the future, usually for the next one to fiv