Organizational Analysis (Where the training is needed; what resources are available)
management
Description
Formal Training Development
In spite of the challenges of funding, training still is important and certainly one of the main functions of the supervisor; development of employees is a very important managerial responsibility. One of the challenges of training, however, is that it is sometimes viewed as the panacea for any employee problem. Unfortunately, training will not resolve all problems. This is why it is important to do a careful analysis of the problem situation. In the training field, this is called a "needs analysis" (or sometimes a "needs assessment"). In the Organization Development field, we called this "diagnosis phase." There are a number of "needs analysis models;" one of the more practical models is the one from J. Gilley, Internal Consulting for HRD Professionals, ASTD/Irwin, 1994; it involves looking at problems from the following three perspectives:
- Performance Gap. Deficiencies in the way employees carry out their assignment or duties.
- Management Gap. Deficiencies in the way people are managed or motivated in the organization.
- Organizational Gap. Deficiencies in the way an organization is conceived and designed.
Systems Approach to Training
Another way to look at training is from a systems approach. The following are three key phases:
Phase One: The Assessment Phase
- Organizational Analysis (Where the training is needed; what resources are available)
- Task Analysis (Duties of the job; type of performance; learning difficulty)
- Person Analysis (Skills, knowledge, abilities required)
Phase Two: The Training and Development Phase
- Develop training objectives
- Implement methods for most effective learning
Phase Three-The Evaluation Phase
Formal Training Development Discussion
Does your organization have a formal management development program? If so, how you evaluate its effectiveness? What recommendations, if any, would you make to improve the program? If your organization does not have a formal approach, would you recommend one and why?
