scholarly journals A Training Needs Analysis Case Study at Legal Aid Queensland

2015 ◽  
Vol 10 (4) ◽  
pp. 62
Author(s):  
Claudia Davies ◽  
Richard Vankoningsveld
Keyword(s):  
Training Program ◽  
Training Needs ◽  
Needs Analysis ◽  
Library Services ◽  
Legal Aid ◽  
Regional Office ◽  
Statistics Analysis ◽  
Training Needs Assessment ◽  
Training Activities ◽  
It Training

Abstract Objective – Legal Aid Queensland Library Services plan, design and deliver a training program comprising seven individual components including induction training, individual instruction, group training, and regional office training. The program is guided by a formal, detailed training plan developed by experienced library trainers. Training needs assessment however has been informal and infrequent. Library Services commenced a formal training needs analysis (TNA) in 2014. It was designed to gather evidence for decision making around future training activities. Methods – The TNA was comprised of five quantitative and qualitative components: analysis of catalogue and knowledge management database usage statistics; analysis of paid subscription usage statistics; analysis of library reference and research request data; work shadowing library clients; and interviews with selected team managers. Results – Each component revealed different aspects of our clients’ training needs. The results of the TNA revealed gaps in current training and education services, and opportunities for maximizing the effectiveness of our training program. The TNA also provided infrmation about our products and services beyond implications for training. Conclusion – As a result of the TNA the LAQ library has made changes to it training activities, which we believe are now more closely aligned with client needs and organizational objectives than they were in the past.

Training Needs Assessment: A Must for Developing an Effective Training Program

2002 ◽  
Vol 31 (4) ◽  
pp. 569-578 ◽  
Author(s):  
Judith Brown
Keyword(s):  
Needs Assessment ◽  
Training Program ◽  
Training Needs ◽  
Needs Analysis ◽  
Ongoing Process ◽  
Training Needs Assessment ◽  
Effective Training ◽  
Gathering Data

Training needs assessment is an ongoing process of gathering data to determine what training needs exist so that training can be developed to help the organization accomplish its objectives. Conducting needs assessment is fundamental to the success of a training program. Often, organizations will develop and implement training without first conducting a needs analysis. These organizations run the risk of overdoing training, doing too little training, or missing the point completely.

IT Training as a Strategy for Business Productivity in Developing Countries

2008 ◽  
pp. 3101-3111
Author(s):  
Shirish C. Srivastava ◽  
Thompson S.H. Teo
Keyword(s):  
Developing Countries ◽  
Management Training ◽  
Training Needs ◽  
It Adoption ◽  
Delivery Methods ◽  
Training Requirements ◽  
Training Needs Assessment ◽  
Hierarchical Organizations ◽  
It Training ◽  
Operational Issues

Most existing studies on technology training address the operational issues of training process (e.g., training needs assessment, learning, delivery methods, etc.). The strategic concerns of IT training for enhancing business productivity largely are not addressed by the current literature. In this article, we explore the strategic concerns of IT training in hierarchical organizations, which are typically prevalent in developing countries. We synthesize various ideas in the literature on change management, training needs analysis, and IT adoption in order to evolve a strategic IT training framework for hierarchical organizations. The proposed framework recognizes the differences in IT training requirements for different levels of employees and suggests a differentiated training content for different segments of employees. The training framework provides an actionable and comprehensive tool that can be used for systematically planning IT training for enhancing productivity of organizations.

scholarly journals MANAGEMENT OF TRAINING PROGRAMS BY HRD CV.SULTAN COFFEE INDONESIA

2021 ◽  
Vol 14 (1) ◽  
pp. 1-8
Author(s):  
Bambang Septiawan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Training Program ◽  
Human Resource ◽  
Training Programs ◽  
Training Evaluation ◽  
Management Training ◽  
Analysis Data ◽  
Training Needs ◽  
Training Needs Assessment

This research focuses on investigating the management of training program which held by CV. Sultan Coffee Indonesia. Even though, this company still in process of developing since 2019, it needs to conduct training regularly to build up the excellent capacity to the employee for making sure the products follows market wants. The theories used are about human resource management focusing on developing good capacity for employee from several experts. The data is taken by observing, the secondary researcher is full observer that assist a lot for collecting the data. The analysis data is done sequently until find and describe the result as well as discussion of the research. The result finds that management training program starting with training needs assessment analysis, goal formulation, design, implementation, until training evaluation. Each step is done sequently according to the needs of training regularly or conditionally based on the requirement for gaining the highest market and profit.

Tailoring training programs for sustainability management based on the training needs assessment

2020 ◽  
pp. 1-28
Author(s):  
Anca Draghici ◽  
Gabriela Fistis ◽  
Nicoleta Luminita Carutasu ◽  
George Carutasu
Keyword(s):  
Sustainable Development ◽  
Literature Review ◽  
Needs Assessment ◽  
Training Program ◽  
Human Resource Development ◽  
Management Training ◽  
Training Needs ◽  
Sustainability Management ◽  
Training Needs Assessment ◽  
Management Position

BACKGROUND: Human resource development in sustainability is a prerequisite of enhancing the success of any organization. Education for sustainable development has been recognized as a key process to support employees’ skills development to positively reoriented their behavior to the sustainable development values and principles. In the article context, based on a synthetic literature review for charting the sustainability taxonomy, there has been created a first general inventory of topics needed to be considered for designing a training program in the field. OBJECTIVE: The objective of the present paper is to identify the general Qualification Matrix defining the training program for sustainability management (based on a training needs assessment study). Furthermore, the research will demonstrate how the training program could be tailor for the case of “management position” research variable. METHODS: First method applied in the study include a synthetic literature review for charting the sustainability taxonomy (creation of comprehensive inventory of topics needed to be considered for designing a training program for sustainability management). Second, based on the sustainability taxonomy, a questionnaire was designed and used in a survey for the training needs assessment. The research sample consisted of 207 respondents, potential trainees that are employees of different companies (from Austria, France, Romania and Slovenia), with a balanced structure of management position and distribution of age. Predictive Analytics Software (PASW, developed by IBM, formerly known as SPSS) for statistical processing has been used for statistical data analyses. RESULTS: The study results have indicated that the most appropriate training methods to be used in the sustainability management training program consists in a combination of: “Theoretical knowledge + examples of good practices + exercises + individual projects”. The process of tailoring the sustainability management training program has been demonstrated for the case of “management position” research variable (with three sub-categories of respondents: top managers, middle and low managers and professionals with no management position) and was based on the defined Qualification Matrix (consists of 5 training units and 19 training elements). CONCLUSIONS: The research have valuable contribution in the field of human resources development, particularly by offering a concrete solution in designing and tailoring a training program for sustainability managers started with the training needs assessment and the Qualification Matrix definition.

A Glimpse at the Portuguese Employees' Perceptions of Training and Development

2014 ◽  
Vol 1 (1) ◽  
pp. 1-16 ◽  
Author(s):  
Ana Paula Ferreira ◽  
Regina Leite
Keyword(s):  
Needs Assessment ◽  
Exploratory Study ◽  
Training And Development ◽  
Training Needs ◽  
Training Effectiveness ◽  
Training And Education ◽  
Whole Process ◽  
Training Needs Assessment ◽  
European Crisis ◽  
Training Activities

Training and development (T&D) has become a paramount subject in the workplace and societies, particularly in today's scenario of the European crisis. T&D literature has long highlighted the benefits for employees, managers and governments of training and education strategies and systems. However, the employees' perception of the T&D process has been systematically neglected. This paper presents an exploratory study focusing on the employees' perception about the T&D rationale, the initiatives, and tools used by their employing organizations. A sample (n= 101) of currently employed MSc students enrolled in management courses at a Portuguese University was used to analyse their opinion about the employers' reasons to invest in training activities, the organizational instruments adopted to conduct the training needs' assessment and evaluating the training effectiveness, and the problems underlying the whole process of training within their organizations. A questionnaire was used to collect data on those issues. Results are analysed and some major implications for employing organizations are discussed.

scholarly journals The Importance of Training Need Assessment on Competency-Based Training of Technical Guidance of Energy Auditor in Cement Industry

2020 ◽  
Vol 5 (1) ◽  
pp. 127
Author(s):  
Sunyoto Sunyoto ◽  
Robinson Situmorang ◽  
Etin Solihatin
Keyword(s):  
Learning Strategies ◽  
Training Model ◽  
Training Needs ◽  
Cement Industry ◽  
Needs Analysis ◽  
Training Needs Assessment ◽  
Comprehensive Picture ◽  
Competency Based ◽  
Training Need ◽  
Technical Guidance

Training needs assessment or training needs analysis is a move made prior to training and a part in the design of integrated training in order to obtain a comprehensive picture of the material, the allocation of time, and learning strategies that should be applied in conducting Technical Guidance Training of Energy Auditor. In this case, identifying training needs (Training Needs Analysis) is the second step after identify desired result (SKKNI Comply) in the development of a training model Technical Guidance of energy Auditor. Identification of training needs carried out by the training institutions in the cement industry is micro case, namely the identification process to find out the "gap" the competence that is owned by the labor force with the requirements of the position. Program Technical Guidance Training of Energy Auditor prepared based on Standard of Competence Workplace of Indonesia (SKKNI) in the field audits of energy audit as desired field workforce performance which is refer to Human Performace Technology (HPT) model.

Using Training Needs Assessment to Develop a Nurse Preceptor–Centered Training Program

2017 ◽  
Vol 48 (5) ◽  
pp. 220-229 ◽  
Author(s):  
Ya-Wen Lee ◽  
Hui-Ling Lin ◽  
Hui-Ling Tseng ◽  
Yu-Mei Tsai ◽  
Jane Lee-Hsieh
Keyword(s):  
Needs Assessment ◽  
Training Program ◽  
Training Needs ◽  
Training Needs Assessment ◽  
Nurse Preceptor

scholarly journals Greek Computer Science Teachers’ Training Needs Assessment

2019 ◽  
pp. 28-32
Author(s):  
Giorgos Panselinas ◽  
Gerasimos Polymeris ◽  
Vasileios P. Efopoulos ◽  
George Gogoulos ◽  
Isavella Kotini ◽  
...  
Keyword(s):  
Qualitative Study ◽  
Computer Science ◽  
Training Program ◽  
Science Teachers ◽  
Training Needs ◽  
Teaching Methodology ◽  
Training Needs Assessment ◽  
Study Results ◽  
Latent Training ◽  
Teachers Training

The present study, following the results of a qualitative study that investigated the explicitly expressed, the felt (but not explicitly expressed) and the latent training needs of the computer science teachers of the Heraklion region of Greece, has questioned all computer science teachers in Greece (5865) to confirm or not the qualitative study results. This has resulted in the largest survey that has taken place for Greek computer science teachers training needs and the only one that is competency-based as far as teaching and pedagogical training needs are concerned. The aforementioned properties of the study enable the design of a three modules (Subject knowledge - Teaching methodology - Pedagogy) training program with explicit training goals; a training program that leaves little mismatch between training needed and training provided.

IT Training as a Strategy for Business Productivity in Developing Countries

2009 ◽  
pp. 300-310
Author(s):  
Shirish C. Srivastava ◽  
Thompson S.H. Teo
Keyword(s):  
Developing Countries ◽  
Management Training ◽  
Training Needs ◽  
It Adoption ◽  
Delivery Methods ◽  
Training Requirements ◽  
Training Needs Assessment ◽  
Hierarchical Organizations ◽  
It Training ◽  
Operational Issues

Most existing studies on technology training address the operational issues of training process (e.g., training needs assessment, learning, delivery methods, etc.). The strategic concerns of IT training for enhancing business productivity largely are not addressed by the current literature. In this article, we explore the strategic concerns of IT training in hierarchical organizations, which are typically prevalent in developing countries. We synthesize various ideas in the literature on change management, training needs analysis, and IT adoption in order to evolve a strategic IT training framework for hierarchical organizations. The proposed framework recognizes the differences in IT training requirements for different levels of employees and suggests a differentiated training content for different segments of employees. The training framework provides an actionable and comprehensive tool that can be used for systematically planning IT training for enhancing productivity of organizations.

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