Organizational Analysis
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Observations
Can be functionally or behaviourally specific as observing new staff membersinteracting at a meeting; can be unstructured as walking through an organizationand looking for evidence of communication barriers; or can be used to distinguishbetween effective and ineffective behaviours, organizational structures, and/orprocesses.
Advantages
Minimizes interruptions of routine work flow
Generates data and is highly relevant to thesituation by response to identified trainingneeds or interests
Provides for important comparison checksbetween assumptions of the observer and therespondent
Disadvantages
Requires a highly skilled observer withprocess and content knowledge
Carries limitations that come from only beingable to collect data within the work setting
Holds potential for respondents to perceivethe observation activity as spying
Interviews
Can be conducted formally or in a casual setting and be structured orunstructured, or somewhere in the middle. Attendees can include a sample of agroup or the entirety of everyone concerned, whether it be a board, committee, orother. Interviews can be conducted in person, by phone, at the work site, oraway from it.
Advantages
Does a good job of revealing feelings, causesof and possible solutions to problems theclient is facing
Gives the client maximum opportunity torepresent himself on his own terms.
Disadvantages
Often timeconsuming
Quantifying results can be difficult
The client can be made to feel selfconscious
Group Discussions
Similar to interviewing but done with multiple people may be structured orunstructured, formal or informal. Can be focused on job analysis, group problemanalysis, group goal setting, or any other group tasks or themes (such as leadershiptraining). This method may include group facilitating techniques such as brainstorming,nominal group process, force fields, consensus ranking, organizational mirroring, andsimulation.
Advantages
View points can be synthesized on the spot
Builds support for the service response that isdecided on
Helps participants to become better atanalyzing problems and to become betterlisteners
Disadvantages
Relies on the ability of the facilitator to guidethe discussion and extract informationeffectively
Time consuming andexpensive
Quantifying results can be difficult

The study of the entire organization including its strategy,environment, resources, and context. An organizational analysiscan help identify potential constraints and problems that canderail training programs.
Strategy
Training must be aligned with businessneeds and the organization's strategicgoals
Environment
Environmental factors such as newtechnologies, legislation, and competitors havean effect on training needs.
Resource Analysis
Identifies resources available in the organizationthat might be required to design and deliver atraining and development program.
Organizational Context
Includes the organizational climate, trainingtransfer climate, and continuous learningculture
Organizational Climate: the collective attitudesof employees toward work, supervision, andcompanies goals, policies, and procedures
Characteristics in the work environment thatcan either facilitate or inhibit the application oftraining on the job.
Continuous learning culture: a culture in which members ofan organization believe that knowledge and skillacquisition are part of their job and that learning isimportant.