MindMap Gallery 3.1 Training needs analysis
Human resources training notes, compilation of textbook knowledge points, Shanghai edition (second edition)
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This is a mind map about bacteria, and its main contents include: overview, morphology, types, structure, reproduction, distribution, application, and expansion. The summary is comprehensive and meticulous, suitable as review materials.
This is a mind map about plant asexual reproduction, and its main contents include: concept, spore reproduction, vegetative reproduction, tissue culture, and buds. The summary is comprehensive and meticulous, suitable as review materials.
This is a mind map about the reproductive development of animals, and its main contents include: insects, frogs, birds, sexual reproduction, and asexual reproduction. The summary is comprehensive and meticulous, suitable as review materials.
Training needs analysis
Training Needs Analysis Overview
The concept of training needs analysis
Training needs survey
Collect demand information related to training topics comprehensively, fairly and objectively through a series of methods and channels
See the book on demand survey methods
Analysis of survey results
The process of organizing and analyzing the information to derive effective training needs
The role of training needs analysis
Confirm the gap
Analysis of required knowledge, skills and abilities
Analyze the knowledge, skills, and abilities that are lacking in real practice
Comparative analysis of the gap between ideal required knowledge and existing knowledge
forward-looking analysis
Meet the needs of the market environment
Ensure the effectiveness of human resource development systems
Do basic work for talent reserve
Provide multiple ways to solve problems
Personnel changes
wage growth
new employee absorption
new employee absorption
Analyze the value and cost of training
Whether there is a cost gap in training or not, you can’t just look at what’s in front of you
Gain support from multiple sources, both internal and external
Levels of training needs analysis
organizational analysis
Determine corresponding training through analysis of the organization's business development strategy
Clarify the strategic direction of the organization
The strategic role of training affects the frequency and type of training
Understand the organizational climate
At the same time, managers provide support for training
Understand organizational resources
Amount of funds available
Counseling
organization mission strategy
How training content will impact employees and customers
How training programs align with business strategic needs
Should resources be devoted to training?
What information should be obtained from managers and colleagues
Which organizational resources are important components of training activities
Can companies develop their own training programs?
Do employees think training is an opportunity, reward, punishment, or a waste of time?
task analysis
The importance and level of the task
Detailed description of task activities
Knowledge (K, knowledge)
specific information
expertise
Job knowledge
Skill (S, skill)
Proficiency in using tools or operating equipment
Ability (A, ability)
Sense of space
reaction speed
durability
logical thinking ability
learning ability
Observation
problem solving skills
basic expression skills
Other (O, other)
Employee job requirements
work attitude
step
Identify the jobs to be analyzed
Make a to-do list
Obtain information through interviews such as written surveys
Clarify the required knowledge, skills, and abilities
people analysis
Find out who “won’t” and who “can’t”
content
individual characteristics
Knowledge
Skill
ability
manner
work input
do what
how to do
when to do
work output
work performance
work results
Rewards for good performance
work feedback
Messages employees receive while performing their jobs
When to conduct training needs analysis
Issues that have arisen or frequently arise in the industry or similar organizations
New employee orientation training
Introduction of new equipment or procedures
Employee promotion or promotion
Organizational restructuring and change
Common misunderstandings in training needs analysis
All attention is focused on individual performance gaps
Be sure to start with training needs analysis
Questionnaire
Collect only soft information or only collect hard information
Training needs analysis and implementation
Preparation for training needs analysis
Understand organizational mission and strategy
Understand the overall capability structure and performance status of the organization
Mobilize before analysis
Survey of training needs
interview method
Obtain training needs information through face-to-face conversations between interviewers and interviewees
Mainly structural, supplemented by non-structural
Advantages and Disadvantages
Advantages: easy to find problems
Disadvantages: high cost, difficult to quantify, and highly dependent on the interviewer's interviewing ability
Questionnaire method
Design a series of questions in the form of a standardized questionnaire
program
make a list
Determine the proportion of closed and open questions
Classify and sort issues
Ask someone to check
Use it on a small scale and make further modifications
advantage
Low per capita survey cost
Analyzing statistics is easier
shortcoming
Questionnaire design requirements are high
Respondents rarely have room to develop
Observation
Observers observe and obtain information from the perspective of bystanders
critical incident method
Analyze major impact events, identify defects, and determine training needs
performance analysis
Compare employees’ existing performance with the organization’s expected performance to identify gaps
Brainstorming
Through relevant personnel gathering together to collide ideas around a problem, and conducting demonstrations, analyses, and comparisons after the meeting, the real training needs are discovered.
Written Information Act
Provide training needs through information
Confirmation of training needs
Performance interview confirmation
Topic meeting confirmation
Official document confirmation
Writing training needs analysis report
Background for implementation of training needs analysis
The purpose and nature of conducting training needs analysis
Outline the methods and processes for implementing training needs analysis
A statement or representation of training needs analysis information and articulation of the analysis results
Interpret, comment on training needs analysis results and provide reference opinions
appendix
Report summary