Professional Documents
Culture Documents
PROPOSED
INTERVENTION,
INNOVATION,
STRATEGY
(Explain the Training needs analysis is primarily concerned with
intervention and addressing skills gaps at the different levels like the
cite literature organizational level, the group level, and the individual level, and
that supports/ falls under the responsibility of learning and development. It is
validate the advised that training needs analysis be conducted at all levels
to ensure the maximum return from training and skills
strategy to be
throughout the organization. A TNA pinpoints the required
used) skill/knowledge and the current level of skill/knowledge- the
ground in between is the gap. Training needs analysis is
designed to identify the most appropriate training to bridge the
gap. SWOT (Strengths, Weaknesses, Opportunities, Threats)
analysis is one of the variety of techniques used in training
needs analysis.
In addition, Drummond (2015) said that a training needs
analysis is a thorough review that can influence knowledge,
competencies as well as attitude of people whether individual or
by group in the place of work. The difficulties on performance
standards can be determined through training. This served as
the foundation in structuring or planning the latest work-based
training. TNA determines the gap between achieved
performance standard and the required performance standard.
The objective of determining the training gap is to increase the
output’s quality and productivity.
Furthermore, in terms of time, costing and other
resources, training is a costly process. It is therefore significant
to identify if there is a necessity for a training to happen.
Intervention will contribute to the achievement of the
organizational goal directly or indirectly? Another view of the
need for a training is that, the “inconsistency” between what is
and “what should be” necessary is that, it is the difference
between “what is” and “what should be”. Training needs
analysis is considered unique due to the reason that its basis is
the kind of training that is needed or necessary. The analysis
provides ideas of the kind of intervention are necessary,
knowledge or competency or even both. In certain cases, where
both if these were present and performance is still missing then
the problem may be motivational in origin. It thus features the
required and the suitable intervention which is vital to make the
training successful. www.managementstudyguide.com
Dr. Infande (2012) holds that the needs analysis is a
crucial activity in the training development process. All training
programs must start with a training needs analysis, thus needs
analysis is always the first and foremost step for the training
process. The goal of the needs analysis is to determine the
needed performance to be able to meet the goals and objectives
of the organization as well as to improve production, profits, and
quality of service rendered. The major reasons why a need
analysis must be conducted are the following: one is to
determine the necessary steps to be taken to be able to make
improvements or progress. Another one is, it will provide the
information to justify any expense one may incur as a result of
training. By determining training needs, the organization will be
the one to decide on the knowledge, competencies and attitudes
necessary to be able to develop and improve the performance
of the people aligned to the standards set by the company.
Training needs analysis will fill in the training gap
between the standard performance and the performance
required. Furthermore, Ormond and Williams (2013),
considered the overall nature of research capability, starting
from dictionary meanings extends up to the theoretical
standpoints in relation to capability technique. Its importance
was reflected on the operational definition stressing the
capability to provide answers to problems systematically.
Capability is considered as an essential part of life processes.
The next part shows the model of generation of knowledge and
further proves the improvement of capability as an essential part
of the research process particularly in the essential objective of
transforming theory and practice. For the last part, revisiting and
updating the activities, initiatives and the outcomes of the
capability programs.
1. What is the demographic profile of the participants in terms
of:
1.1. Number of researches made, and
1.2. Number of research seminars attended?
2. What is the level of awareness of the participants in
research ethics?
ACTION RESEARCH
3. Is there a significant difference between the level of
QUESTIONS
awareness of the participants in research ethics when
grouped according to their demographic profile?
4. What division research development program can be
proposed based on the results on the level of awareness of
the participants on research ethics?
~SOURCES OF
Mandaluyong. This study will make use of quantitative
DATA
METHODS
1. Crafting of survey
IMPLEMENTATION
questionnaire.
2. Constructing Letter of
Request
PRE-
Memorandum
4. Posting of Division
IMPLEMENTATION
Memorandum
5. Gathering of Data
PROPER
6. Organizing Data
7. Analyzing Data August 2017
8. Interpreting Data
9. Disseminating Results of
IMPLEMENTATION
the Study
10. Utilizing Results of the
Study through a proposed September 2017
POST
division research
development program
Items Cost per Qty. Total
unit Cost
Supplies and materials
(Printing of proposals Php.
and questionnaire 25.00 3441 Php 86,025
including ink and bond
papers)
Dissemination:
1. Research Conference
2. Executive Meeting
Utilization:
1. Conduct of a similar study in other divisions
2. Proposed use of the research development program in
schools
and Utilization
Drummond, Ken. How to Conduct a Training
Needs Analysis. 2015.
http://www.e-trainingmanuals.com.au/pdf-
sample/Training%20Needs%20sample-
v1.pdf
Infande, Al. The Four Methods for
Conducting a Training Needs
Analysis. 2012.
http://www.selfgrowth.com/articles/the-
four-methods-for-conducting-a-training-
needs-analysis
REFERENCES
Ormond, A., and Williams, L.R. (2013).
Indigenous Research Capability in Aotearoa.
Australian Journal of indigenous Education.
Queensland, Australia.