Competency-based Training Needs Assessment Model

Priyadarshini, R. Rani Geetha; Dave, Deepa

doi:10.1177/0258042x13484834

Cited by 9 publications

(5 citation statements)

References 21 publications

(26 reference statements)

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“…Iqbal et al (2012) отбелязва, че темите за обучение биха могли да се избират при анализа на нуждите от обучение. Анализът на нуждите от обучение е стратегически процес, който включва определяне на целите на организацията, събиране на компетентности и анализ на информацията, определяне на липси и пропуски между сегашната ситуация и бъдещите изисквания (Carlisle et al, 2011;Denby, 2010;Horng & Lin, 2013;Khan & Masrek, 2017;Priyadarshini & Dave, 2013). Kaufman (1994, p.14) определя нуждата като "празнината между настоящите и желаните (или изискваните) резултати, или празнината в резултатите между "това, което е" и "това, което трябва да бъде"" Той категоризира празнините в три групи.…”

Section: материали и методиunclassified

The Role of the Training Needs Analysis in the Training Process and Its Relationship Wih the Performance of the Employees

Litsova

2022

kij

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In today’s world of changes the organizations and employees are getting used to the post-covid workenvironment. They have to adapt to working from home and moving to the entirely online way of work or need togo back to the office and tackle with the changed work life that includes restrictions and new regulations. Theperformance of the employees becomes even more important than before and many of the bottlenecks within theorganizations are caused by lack of knowledge and skills and not the right attitude and behavior of the people.Companies do not have the resources to meet all their training needs and the analysis of these needs has becomevery important. The main objective of the study is to assess the importance of the training needs analysis (TNA) forthe entire training process and for the work of the employees. It also provides a comparison between the manager’sand the employee’s points of view in terms of the analysis of the training needs and the assessment of the trainingresults. TNA is the initial step of the training process in the organization. It is essential for the overall training andeducational strategy and has impact both on the company and on the individual. Training needs analysis is the datacollection behind the decision that the organization makes whether to perform a training and will it improve theperformance of the employees, will it be beneficial for the business, on one hand, and who should attend thistraining, on the other hand. The assessment of the training needs is a fundamental process to a useful and successfultraining program. This process for gathering data for the training needs in the company determines the gap in termsof skills and knowledge in the employees to perform current and future work in the best way and helps theorganization accomplish its objectives by ordering or developing the needed training program. The article includesdifferent definitions for TNA and gives the main characteristics of the process. It also describes the importance ofthe analysis for the preparation of the training program. For the purposes of the study, two surveys were conducted –one among manager and one among employees. They check the attitudes towards the TNA process and theevaluation of training which shows whether goals are actually reached. Training needs analysis is connected to theevaluation process, which the last step in the training process. According to the survey, most companies do notperform deep analysis of the training needs and evaluate the course results only on the first step of Kirkpatrick’straining evaluation model which is the reaction after the training. The results show that there is a positiverelationship between the design of the training program, the application of the content of the training and thebehavior of the employees in their work environment after the training. Since the training program is designed basedon the assessment of the training needs, the latter is of great importance for the skills, behavior and knowledge of theemployees after the course.

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Section: материали и методиunclassified

The Role of the Training Needs Analysis in the Training Process and Its Relationship Wih the Performance of the Employees

Litsova

2022

kij

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“…Competency gap analysis is the main goal of the analysis of development needs which is a strategic process involving the identification of organizational objectives, the collection of competencies and information analysis, determining the gap between the current situation and future needs [10][11] [12][13] [14]. Need analysis is a useful tool for leaders to design training and development programs well as it focuses on the actual needs of employees and helps explain where, when, how, and what type of training activities are given to the workers [13].…”

Section: IVmentioning

confidence: 99%

Professional Competency Gap Analysis Teacher in Professional Development Teacher

Karsiwan¹,

Ramadian²,

Putra³

et al. 2021

Proceedings of the 1st Paris Van Java International Seminar on Health, Economics, Social Science and Humanities (PVJ-ISHESSH 20

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This research aims to excavate the professional competency gap of teachers, where the result of the competency gap analysis is the basis for development of the teacher's professional program. Analysis of professional competency gaps of important teachers is done in improving the effectiveness and efficiency of the implementation of teacher's professional development programs. The research approach used is the research of the mix method, where the data is excavated qualitative and quantitative type. The research samples that are the source of information and data in the research are foundation, principals, and teachers. In the collection of data and research information, this data collector tool is used in the form of interview guidelines, selfassessment inventory, and documents related to the competency and performance of the teacher. The analysis of the collected data is done by the quality and quantitative analysis. The result showed, the professional competence of teachers still shows the gap between actual professional competence and expected gap is still quite high in its level of silence. Therefore, ini developing professional improvement program teachers need to refer to the results of the analysis of professional competency gaps of teachers acquired. So that the professional competency development program is expected to be effective and efficient in enhancing the professional competence of teachers.

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“…When modelers have developed their confidence in the structure and behavior of the model, we can use it to design and evaluate policies for improvement and development. Interactions and mutual effects of various policies should also be considered because real systems are nonlinear (Priyadarshini & Dave, 2012).…”

Section: Stage Five: Formulating and Evaluating The Policymentioning

confidence: 99%

“…Organizations have been composed of important pillars such as structure, human resources, technology and management, which according to many experts, human resources are the most important element in this regard, because the efficiency of the organization depends on the correct and exact performance of the duties of these forces in the department and headquarter. Since a high percentage of the resources and capitals of organizations are composed of human resources, therefore, providing this human capital requires regular and continuous training activities at all organizational levels (Priyadarshini & Dave, 2012); in other words, the frequent changes and today's unstable world, having a capable and trained workforce is vital for the growth and success of any organization. Organizations need internal changes to adapt to the environment.…”

Section: Introductionmentioning

confidence: 99%

“…2020, Vol. 8, SPE(3), e765 http://dx.doi.org/10.20511/pyr2020.v8nSPE3.765 Data collection tool include a researcher-made questionnaire on human resource management methods and a combination of the organizational innovation questionnaire of (Priyadarshini & Dave, 2012); (Pfeifer et al, 2013) and (Ford, 2014). To investigate the validity of the questionnaire, face validity and factor analysis methods have been used and to investigate the reliability of the questionnaire, Cronbach's alpha coefficient has been used by applying SPSS-19 software.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Designing an Educational Effectiveness Model for the Employees of the Selected Organization with a System Dynamics Approach

HajiAbedi

Eslami

Afshani

et al. 2020

PyR

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This model has been composed of indicators that are the core and heart of this model and are the basis for evaluating the educational effectiveness, which are called effective factors. The educational effectiveness model for the employees of the selected organization with a system dynamics approach has 7 main factors: learner's readiness, training need assessment, training targeting, training program design, resources and equipment allocation, course monitoring and evaluation and training course management, which includes 56 indicators composing it.

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Competency-based Training Needs Assessment Model

Cited by 9 publications

References 21 publications

The Role of the Training Needs Analysis in the Training Process and Its Relationship Wih the Performance of the Employees

The Role of the Training Needs Analysis in the Training Process and Its Relationship Wih the Performance of the Employees

Professional Competency Gap Analysis Teacher in Professional Development Teacher

Designing an Educational Effectiveness Model for the Employees of the Selected Organization with a System Dynamics Approach

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