【正文】 e years. The analysis will identify the number of vacancies arising through retirement and natural attrition and potential promotion opportunities. Used in conjunction with future corporate plans, serious shortages of resources and potential problem areas can be identified and plans including training development can be made, to meet future needs. The Benefits: ? The process is fairly simple and cost effective. ? The information is easily accessible. The Drawbacks: ? Plans are often seen as “orders” rather than as guidelines. They need to be regularly reviewed and amended to adapt to the changing nature of the anization and economic environment. ? It depends upon the analyst and his or her understanding of the anization and how it operates. ? It cannot be carried out as a desk top exercise but requires the involvement and mitment of line managers. Training Needs Analysis – Human Resources Audit Training Needs Analysis – Interviews Individuals within the anization are identified for interview to ascertain their training development needs. Usually the interview method is used with senior managers or employees who have unique roles within the anization and who have also specific training development needs unique to them. The interview can be structured or unstructured. In a structured interview, a number of prepared questions are used in all interviews as opposed to the unstructured interview, where the direction of the discussion can go anywhere. The resultant programs are tailor made to the individual. Training Needs Analysis – Interviews The Benefits: ? Clearly identifies the needs of the individual, and other useful information can also be gained in the process. ? The senior manager will have a mitment to carrying out the program knowing that it has been specifically planned with his/her needs in mind. The Drawbacks: ? In an unstructured interview, the oute will depend upon the direction of the discussion, which may leave out areas of critical importance. ? In a structured interview, the oute will be dependent upon the questions asked of the individual, and some areas again may be missed. ? The interview provides a subjective view of the individual, and will depend upon the openness of the individual in discussing areas which he or she may consider difficult and the skill of the interviewer in probing those areas and eliciting information. Training Needs Analysis – Questionnaires Questionnaires can be produced for part or all of the anization. Sometimes they do not ask specific training development questions but are usually targeted towards gathering information on how the respondents rate the importance and performance of specific aspects of their posts. Some questionnaires e under the title of attitude surveys. In a similar way to the Human Resources Audit, the questionnaire identifies anizational or departmental needs rather than individual needs because the individual questionnaires will be anonymous. Where questionnaires are used, anizations may wish to use outside assistance in the formulation of the questions and rating methodologies and/or in the coordination and analysis of the results. Training Needs Analysis – Questionnaires The Benefits: ? Usually accurate in that the individual response is anonymous. ? Cover a large no. of individuals in a cost effective way. ? The results show problem areas clearly. The Drawbacks: ? The response from questionnaires is low. ? A response rate of 50% is high, and time and effort has to be invested in ensuring that individual realize the importance of the questionnaire, . decisions affecting the training development of the anization will be made on the results. ? Unless senior management is mitted to the method and the munication to employees has been clear。HR Forum 2023 Effective Training Needs Analysis Day 1, Aug 23, 2023 Mary Li Human Resources Director Shanghai Centre Convenience...Comfort...Care...Only SHANGHAI CENTRE Effective? ? Definition ? Benefits ? Two Approaches ? Level of Needs ? Methods Effective Training Needs Analysis Effective Training Needs Analysis Definition: ? An analysis to effectively identify training needs of employees so that training development is planned, carried out to enable individual employees to develop to their full potential and contribute to the success of the anization. Benefits: ? improved performance ? improved quality and reduction in waste and errors ? job satisfaction Before we talk about “Effective Training Needs Analysis” ? How does your anization undertake training development? ? Planned or ? Unplanned? ? How does your anization municate training development to employees? Ask yourself… Effective Training Needs Analysis Simply Ask Yourself: ? Which of the methods are most suitable, and why do