1 what is needs analysis it is a process to identify

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1. What is Needs Analysis?
2. The NA process Step one: A concern Step two: Importance Step three: Consult stakeholders Step four: Data collection 3. Org Analysis (Components) Strategic alignment Environment Resource analysis Organizational Context Training transfer climate Continuous learning culture 4. Task Analysis The process of obtaining information about a job by determining the tasks and activities involved and the KSAs required to perform the task There are 6 steps in task analysis: Identify target jobs Obtain a job description Develop rating scales (importance, difficulty, frequency) Survey a sample of incumbents Analyze and interpret information Provide feedback on the results Cognitive Task Analysis: A set of procedures that focuses on understanding the mental processes and skills required for performing a job Team Task Analysis: An analysis of tasks as well as the team-based competencies (knowledge, skills, and attitudes) associated with the tasks 5. Person Analysis The process of studying employee behaviour and performance to determine whether performance meets standards: Define the desired performance Determine the gap between desired and actual performance Identify the obstacles to effective performance 6. Determining Solutions to Performance Problems (1) feedback—give employees performance feedback so they can compare their performance to their goal and regulate their own behaviour and performance; (2) goal setting—help the employee set performance goals that are specific and challenging as a way of increasing their motivation; and (3) practice—if it is a skill the employee has not used in some time, instead of formal training they might just require some practice to refresh their skills. Students may indeed identify other alternative issues causing the gap in performance, including but not limited to rewards not congruent with the desired behaviour, management practices, job design, etc 7. NA Methods (Table 4.4) Observation
Questionnaires Key consultation Print media Interviews Group discussion Tests Records, reports Work samples 8. NA Sources Employees (including self-assessment) Managers Human resource staff Subject-matter experts 9. Obstacles to NA Trainers are not rewarded Managers prefer action over analysis Managers believe they can identify training needs (analysis wastes time) Managers may have their own agenda Time can be a constraint 10. Conditions under which training might be the best solution to performance problems (1) when the task is performed frequently; (2) when the task is difficult; (3) when correct performance is critical; (4) when the employee does not know how to perform as required; (5) when performance expectations and goals have been made clear and employees receive feedback on their performance;

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