Most people would accept that an organisation needs to realise
the potential of its people and that it needs to ensure that
it's people are acquiring the knowledge and skills they need
to make an effective contribution towards the organisation's
goals. At the heart of human resource development therefore
is Training Needs Analysis.
But
how often is a Training Needs Analysis study paper based? - without learning or
action plans to promote knowledge, skill and the application of learning to the
benefit of self and organisational change? Even modern Learning Management Systems
do not have a learning resource library to meet the learning expectations of individual's
assessed
The HRD Online training system is
different.
The HRD Online training system offers
three approaches to training needs analysis.
a) Knowledge Assessment
b) Skill Assessment
c) Culture Assessment
A) TestEd - can be thought
of as mini-eprogrammes. They relate to subjects and allow
users to take any number of knowledge assessments
- after all what better way is there to objectively establish
a learning need? - they either have the knowledge or they
dont.
TestEds
can be customised and they can function as a stand alone application or
integrated with the Appraisal system. Multiple tests can be sat
at any time, historical results and made visible to their managers. Specific learning
bites are identified and despatched using
active email (push learning technology) - i.e. a personal
development plan is created.
Users can remain within
this test environment indefinately if required - all for a very small one of fee.
B) Appraisals - enables
the Training Manager, Coach and/or Line Manager to conduct
employee performance led Training Needs Analysis. Most useful
for skill assessment. The HRD Online training
system operates with both generic and customised role competencies
- individuals being appraised can opt for self appraisal,
assessor appraisal and/or 360 feedback.
The
system uses push learning technology to contact nominated assessors, gather their
graded responces for each competency nominated, keep track of participants not
responding and presents peer feedback information for final appraisal and action
planning.
Assessor comments and presented evidence
are all displayed in support.
Where Appraisal function is integrated
then TestEDs satisfying the learning need are available -
in this way users can progress a learning need into learning
action and learning results.
For an example of home page displays
- see Home Page Editor
C) Surveys - enables
the strategist to determine the state of readiness for change
and development before homing in on what change is most needed,
why and what positive outcomes can reasonable be expected.
With such diagnostics in place change
managers and leaders can be identified perhaps by using the
system appraisal function - which can certainly be used to
identify who needs what training.
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