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CHAPTER 12

TAETAS501B

Undertake organisational training needs analysis

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Training needs

• Determine organisational objectives, expectations and requirements

• Develop a professional relationship with the organisation

• Address any issues that may impact on these objectives

• Identify and access resources

• Develop a project plan

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Identifying objectives

• Improved individual learning for new or existing staff

• Access to government training incentives and funding for staff development, achievement and recognition of qualifications, or ‘up-skilling’

• Productivity improvement

• Developing administration and records management systems

• Compliance with legislative or regulatory requirements

• Individualised organisational training and skill requirements

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Issues affecting TNA• Current and future market trends/conditions• Organisational culture and management support for

a learning culture• Internal politics• Workforce perceptions and engagement• Availability of government funding support• Planned or anticipated restructuring• Potential changes in management• Funding and budgetary changes• Availability and constraints of expected training• Availability of organisational documentation

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Resources

• People

• Documents

• Goods/products

• Environments

(Refer to the thorough lists in your textbook)

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TNA stages

• Document review

• Data collection

• Training gap analysis

• Report

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Data collection tools

• Document review

• Interviews and focus groups

• Surveys and questionnaires

• Observations

• Most importantly—asking the RIGHT QUESTION

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Job analysis• Duties of the job/role• Responsibilities of the job/role• Tasks involved in performance of the job/role• Required or expected knowledge • Attitude towards the work• How the job is performed, step-by-step• Equipment provided or required for the job tasks• The level of supervision, responsibility or autonomy • The working environment (e.g. safety, distractions,

conditions, physical effort)• Performance measures or quality controls

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Data analysis techniques

Quantitative vs. Qualitative

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Training solution considerations

Type of training required How will it be delivered Who can deliver the training Qualification Internal Internal trainers

S.o.A. External External organisations Units e-Learning Training organisations

Non-accredited Specialist organisations Info sessions Industry bodies Traineeships Contractors/Consultants

Apprenticeships OJT buddying Mentorship

How often is training needed How many require training How will the training occur One-off 1–2 On-site Annually 2–5 Classroom

Biannual, quarterly 5–10 On-the-job Several per year 10–100 e-Learning

Ongoing/continuous 100+ Mentoring Coaching

Table 12.5 Consolidated overview of training options

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Developing training plan• Identify training needs and the data/evidence

supporting your assessment of need

• Recommend training required

• Identify the target groups/individuals for the training

• State training objectives

• You may also include:

• a cost estimate for each type of training offered

• a proposed timeline for implementing the plan, and commencement/completion of the training

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Training recommendations

Internal training solution External training solution

How quickly is the training required? (Can it be done now?) Does the organisation have the capacity to undertake the proposed training?

Are the organisational trainers sufficiently qualified to deliver the training? Is this solution cost-effective (per head/life of program)?

Will the proposed training impact upon existing training requirements?

What is the associated risk profile of the organisation?

How long will it take to develop an internal capacity?

What is the travel requirement?

Is there sufficient internal expertise? Offsite, or contractors delivering on-site? What resources are required? Are there any additional WHS considerations?

Table 12.8 Considerations in recommending internal or external training

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TNA presentationOrganised—logical flowing information (as per report format)

Attractive—not too busy or sparse, with a good balance of text to space

Easy to read—easily understood font, 11 or 12 point, with spaced paragraphs. Justified (left as a minimum). Use language appropriate to the client organisation, and avoid colloquialisms.

Appropriate illustrations—only use photos, graphs, tables or diagrams that are appropriate and relevant. The TNA is not a sales brochure or picture book!