Training Needs free essay sample

Training can be described as the acquisition of skills, concepts or attitudes that result in improved performance within the Job environment. Training analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified. Training analysis as a process often covers: * Review of current training * Task analysis (of new or modified system) * Identification of training gap * Statement of training requirement Assessment of training options * Cost benefit analysis of training options Training Analysis is most often used as part of the system development process. Due to the close tie between the design of the system and the training required, in most cases it runs alongside the development to capture the training requirements. Design Integrated Training Analysis K Tara Smith proposed and developed tools and methods for an integrated approach Design Integrated Training Analysis, where the trade-offs between design and training are both assessed in the light of the understanding of the operational tasks. We will write a custom essay sample on Training Needs or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This approach also used information regarding recorded critical incidents to review proposed training and to provide traceability between hazards and training. This single integrated approach to human factors and training analysis has been successfully used on a number of defence projects. Training Analysis Process Over the last 20 years the critical nature of the man-in-the-loop has changed from simply manual dexterity and procedural operation to a state in which their decision making, cognitive abilities, data assimilation, communication skills, and attitude are all crucial. In addition the Job structure of the personnel operationally involved with modern systems has diversified in direct proportion to the complexity of the technology. This has fuelled the need for a formal approach. ddressing a different part of the overall learning process. This breakdown is as follows:- * Psycho-motor Skills * Procedural Skills * Knowledge Transfer * Communication Skills * Colossal Thinking * Attitude Learning * Performance Training. The role of training analysis is to build a formal bridge between the available design data and the training media and training objectives, in order to facilitate the transfer f training elements into the operational environment. For complex multi-user system a user-to-task map is often constructed to present the relationship between the tasks and the identified team structure and also to identify new groups of users that would need to have an understanding of the system. The training gap is assessed by a comparison between the goals and tasks undertaken by the individuals and the existing training. There is a wide variety of training media that can be used, ranging from traditional lecture-based teaching to sophisticated simulators. Different media will be more or ess appropriate for different activities. It is necessary to determine the most suitable and cost-effective training media for the different areas. There have been many different approaches defined however the system approach to training has been the most successful. Training Needs Analysis (TNA) is defined as the Identification of training requirements and the most cost effective means of meeting those requirements. A TNA should always be performed where a major new development in policy, equipment acquisition or procedures is deemed to have potential impact upon the current training regime. TST has considerable experience of successfully employing the accepted techniques applied to the development of training systems, including the Systems Approach to Training (SAT) in both the defence and civilian domains using customer specific standards such as JSP 822 where required. Carrying out all TNA activates in accordance with SAT principles ensures rigorous visibility in each design stage with clear audit trails from the initial Scoping Study through to the recommended solution. Training Needs Analysis: The First Step in the Performing a training needs analysis is the first step in the training process and is ritical for a successful program. The purpose of a needs analysis is to determine that training is the best solution and identify what training is needed to fill the skill gap. This step is often disregarded for reasons such as time constraints or lack of perceived value by management. However, skipping the training needs analysis can cause major problems. Time, resources and dollars may be wasted on training that was unnecessary or ineffective. A training need exists when there is a gap between what is required of a person to perform their Job proficiently and what they actually know. The reasons for conducting a training needs analysis are: To determine whether training is needed To determine causes of poor performance To determine content and scope of training To determine desired training outcomes To provide a basis of measurement To gain management support Performing a training needs analysis is most appropriate when training is requested for a performance issue, when new information systems or business processes are introduced, and when your organization mandates training. The analysis process can be as detailed or as simple as the situation requires. For details on the various needs analysis types, please view our Needs Analysis Study Types diagram. The type of needs analysis you use should ultimately be based on your goal, however, you should consider other factors such as time, available resources, money, etc. Regardless of the complexity of your analysis, there are six steps fundamental to all effective training needs analysis. Step One Identify Problem Needs Determine circumstance for training request Identify potential skill gap Set objectives Step Two Determine Design of Needs Analysis Ђ Establish method selection criteria Assess advantages and disadvantages for methods Step Three Collect Data Conduct interviews Administer surveys and questionnaires Observe people at work Review documents Step Four Analyze Data Conduct qualitative or quantitative analysis Determine solutions and recommendations Step Five Provide Feedback Write report and make oral presentation Determine next step training needed? Step Six Develop Action Plan Use results as the basis for training design, development and evaluation. Although conducting a step-by-step training needs analysis is recommended, the reality is that time and resources are not always available for this type of effort. In these situations, dont simply write off the analysis completely do the best you can with what you have. Try to, at least: Clarify the performance issue Evaluate and define what the target audience is doing versus what they should be doing Establish the causes of the performance issue Determine solutions that will solve the issue Keep in mind good training doesnt Just happen. It is the result of much preparation nd forethought. What Training is Right for Your Business? Begin with a Training Needs Analysis Choosing the correct training solution for your business is not a simple process.