Importance Of Training Needs Analysis

Analyse the Training Needs Analysis and describe what are the organisational constraints that could affect the planning of a training event. (35 marks)

“A training needs analysis (TNA) is a review of the learning and development needs of an organisation. It considers the skills, knowledge and behaviours that workers and volunteers need, and how to develop them effectively” (Tepou.co.nz, 2014). In other words, TNA identifies the gap that exists in employees’ training and the related training needs. Training Needs Analysis is also known as a gap analysis that identifies the competency gaps by segregating the difference between the current and the future competencies (Workforceplanningtools.com.au, 2014). Training Needs Analysis identifies training

As explained by Human Resource Management - Standard Level (2010), monitoring is a continuous form of checking and recording work. It ensures that the progress of obtaining information is checked and that the organisational standards are maintained, to exploit resources positively, deal with problems tactfully and to ensure a dynamic change management. It is understood as to know if the right thing is being communicated to the right people at the right time in the right way. Evaluation is another process that uses the information gained from monitoring to review and evaluate the organisational progress. It involves the review of the workforce’s performance, operations and objectives, and strategies are devised to

Schuler (Whatishumanresource.com, 2014) “Performance appraisal is a formal, structured system of measuring and evaluating an employee’s job, related behaviour and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organisation and society all benefit.” This process will establish performance standards for better monitoring and evaluation. These standards must be communicated to the labour force, to be able to measure the actual performance of employees and to monitor and evaluate the organisation progress effectively. Then, the actual and the standard performance will be compared and, corrective actions will be respectively design and the process of monitoring and evaluating will be