Unit 3: Plan Employee Training Need (w.i.p)

Question 1

Describe the purpose of a Training Needs Assessment and usefulness in identifying skills competencies and performance gaps.

Answer 1

Training Needs Analysis (TNA) is the process of identifying training needs in an organisation for the purpose of improving employee job performance and it should focus on specific competencies.
** Planning process to collect information, analyse it and create a plan for future action.

• Identifies Skills Competencies Gap.
  Identify individuals’ current level of competency, skill or knowledge. Compares that competency level to the required competency standard.
• Determine Individual’s Training Needs
  Difference between the current and required competencies can help determine training needs.
• Identifies between Skill Gap and Performance Gap
  Gap is lack of skill or knowledge. Training is not the solution in the instance of poor performance based on lack of application or poor attitude.
  Performance gap.

Question 2

Describe Learning Management System (LMS).

Question 2

Describe the three step training management process.

Question 3

Describe how organisations identify their training needs and design their training development plan.

Question 4

Describe Deborah Tobey’s 7 step approach to conducting a Training Needs Analysis.

Question 5

Describe the data collection methods used to conduct training needs analysis.

Question 6

Describe the factors to be considered when designing a survey form.

Question 7

Describe the areas of training and development.

Question 8

Describe the training levels for employees.

Question 9

Outline the benefits and disadvantages between in-house training and outsourcing in line with organisational needs.

Question 10

Describe the importance of identifying non-training issues and recommending non-training intervention when conducting training needs analysis.