Training needs analysis

Training needs analysis Training method and process Use of training principles 

Training reactions—reievance, vaiue, affective response, etc. 

Ability—task-specific ability Self-efficacy—physical, cognitive, and task 

Transfer environment— supervisor/coworker support, resource availability, workload, job security, authority/autonomy Organizational culture—openness to innovation/risk taking 

Source Adapted from Tannenbaum, S.l. et al.. Factors That Influence Training Effectiveness A Conceptual Model and Longitudinal Analysis, NAWCTSD Tech. Rep. No. 93-011, Naval Air Warfare Center, Orlando, FL, 1993. 

---

The focus of this chapter has been on proactive application of these analytical methods such as safety audits, development of procedures, training needs analysis, and equipment design. However, many of these methods can also be used in a retrospective mode, and this issue deserves further attention in its own right. Chapter 6 describes analytical methods for accident investigations and data collection. 

The main way to determine to what extent your target group already possesses the required competencies involves conducting what is commonly known as a training needs analysis (TNA). 

Assessing the different groups against these knowledge, skill and attitude requirements, i.e. conducting a training needs analysis (see Chapter 8 for a more detailed explanation of this topic). 

Once you have carried out these three steps, you will be able to choose appropriate training objectives and design effective programs tailored to your trainees needs. In this section, we will consider the topic of training needs analysis in more... 

Do perform a training-needs analysis prior to any employee training relating to the implementation of the new technology do expect a substantial increase in training cost. 

A training needs analysis to demonstrate that individuals are provided with the necessary training to meet their specific role. 

Inadequate training Training needs analysis and Line managers... 

A training-needs analysis allows optimal use of money and resomces. A lot of training plans follow from job descriptions (including future roles for emplryees) and from procedures. 

Training needs analysis, and design, conduct and evaluation of an OHS training programme... 

We will assume here that the oiganization is satisfied with the way tasks are currently performed and divided up, and with the job descriptions and hence the job specifications, or that it has made the necessary changes and carried out the training-needs analysis. This will affect the content of the programme. Two further aspects of organizational needs will be delivery and costs of training, which are interrelated. 

Example 2 risk-based training needs analysis... 

Both the Glenbrook enquiry and Waterfall enquiry reports recognized the importance of training in a safety management system. Two key recommendations of the Waterfall report were recommendation 69 and 70. These related to the importance of conducting Task Analysis (TA) and Training Needs Analysis (TNA). 

The book is divided into chapters covering these 14 topic areas, each of which addresses the main areas of analysis— namely, competencies for control room work, training needs analysis, communication processes within and without the control room, manning of the control room, automation and allocation of function, supervision of staff, shift patterns, control room layout, SCADA interface, alarms, environment, human error identification, and safety culture. Within each of the subject areas... 

Work Domain Analysis and Training Needs Analysis... 

---