【正文】 s: ? It enables employees to improve their performance in their job and thus improve the performance of the anization ? Achieve promotion and follow a chosen career path ? Acquire professional or further education qualifications ? Improve the quality of their work and reduce waste and errors ? Achieve job satisfaction The importance of a Planned Systematic Approach to Training Development ? To ensure that the best use is made of resources, people, facilities, time and money, it is essential to plan training and development. ? The business environment is one where change is not the exception but the rule. The momentum of change is increasing! ? The situation of a person being trained in a skill at the beginning of their working life and those skills still being used for the rest of their working life will be and is a rarity. ? The expectations of individuals have increased and bee more sophisticated. This applies as much to employees as to customers. ? For anizations, both in the short and long term, training development can be a large investment. Without a planned approach, including the measurement of return on investment, that money would be wasted. Effective Training Needs Analysis About Effective Training Needs “Analysis”… ? Levels of Needs ? Two Approaches ? Methods ? Priority of Training Needs ? That We Must Know… ? Guidelines The Identification of Training Needs The identification of training and development needs can be undertaken at several different levels within an anization: ? Corporate ? Departmental ? Team or ? Individual (including both the job the person) ? Specific groups . managers or supervisors or new employees The Identification of Training Needs There are 2 different approaches: ? LongTerm ? Strategic Developmental Approach ? ShortTerm ? Problem Solving Approach These approaches are not exclusive of each other. The Identification of Training Needs LongTerm, Strategic Development Approach The needs of all employees – giving the full picture of the anization – based upon the principle that even employees that are petent could improve and their strengths should be built upon. The Identification of Training Needs LongTerm, Strategic Development Approach This approach usually starts with: ? The CEO and the anization’s business plans and cascades through the anization. The CEO will define his/her objectives. ? From which the senior managers will derive their objectives. They in turn will municate their objectives to their teams, and。 ? Team objectives will be defined. ? In the process, the training development needs for each group and individual will be defined by analyzing their objectives. The Identification of Training Needs ShortTerm, Problem Solving Approach This approach has the advantage of making an immediate contribution to the anization success. The identification investigation of: ? those areas within the anization that do not operate smoothly. ? training development needs which will be of a priority nature to the anization. ? areas where problems and issues do not result in training development needs but may require an alternative solution or approach, . anization restructure. Effective Training Needs Analysis – Priority of Training Needs Once the identification of training needs of total anization or by department, team or individual has been pleted, the next stage is to analyze the results so that priorities can be determined by: ? Examining the corporate / anization / business plan and draw out the general themes, . new market, new product, a strategic decision to improve or focus on customer service. ? Considering if there are needs which, if not met, will severely inhibit the attainment of pany objectives, . technical issues, high staff turnover or absenteeism due to insufficient development opportunities. ? Arranging the needs in terms of a “wish” list and a “have to” list with consideration of the corporate objectives, and decide whether the need is urgent, or important, or urgent important in order to give a timescale (shortterm or longterm). Effective Training Needs Analysis – That We Must Know… If the approach was to analyze by exception, there may still be a no. of needs identified and a limited amount of resources。 the priorities still need to be defined. Ask the question: “Which need will make the greatest contribution to the anization?” And we should be able to distinguish that not all needs are training needs, and sometimes the under performance of a department can be caused by the anization structure or methods of work. Consequences of wrongly identified needs: waste of money, time effort on everyone’s behalf frustration because the training did not solve the need nor make a contribution to the immediate and long term success of