From Planning Training and Development, Fourth Edition
3 Assessing Training Needs by Analysing Jobs
In Session A we introduced you to the idea of using identified performance gaps to identify training needs. In order to do this you needed to compare the way your workteam or individual workteam members were actually performing with the way you would like them to perform. This requires you to examine or analyse the actual jobs that they are doing.
One way of looking at this is to think of a pair of scales which we need to balance.
When looking at jobs many organizations now use the standards forming the basis of the Scottish and National Vocational Qualifications (S/NVQs). These standards lay down the required job performance for most recognized occupations and provide an excellent starting point for any organization to compare their own jobs against.
However, because jobs are not always well defined as S/NVQs, and because they tend to change as time goes by, it may be necessary to carry out a little detective work to find out the real training needs of the workteam.
In order to discover the answers to the questions:
what activities are comprised in the job what does the job holder actually do?
what skills are needed to do the job competently?
does the job holder have all the skills required?
we may need to:
refer to any available documentation;
talk to the job holder or the workteam;
observe the job holder in action.
Let's look at each of these options in...
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