Training Needs Assessment for Human Resource Development Practitioners in Corporate

This research examines the problems encountered by the Training Needs Assessment (TNA) system from the perspective of faculty members and Human Resources (HR) managers in emerging public universities in the Saudi Arabian Higher Education sector. It aims to understand how problems with this will affect the success rate of Training and Development (T&D) curriculums. The research comprises an analytical study using a case study method of analysis. Qualitative data collection was carried out using semi-structured interviews with 75 senior managers and faculty members of four selected universities, selected using purposive non-random sampling. The data was analysed using Thematic Analysis (TA). The results highlight the insufficiency of the TNA techniques applied to ascertain training requirements. The primary obstacles to successful TNA were inadequate HR processes, insufficiently experienced HR directors, poor engagement, and favouritism concerning the selection of candidates for T&D. These issues affect the enthusiasm of those in the department. Additionally, resources required for T&D, particularly time and money, are misused, which could influence the growth potential of the universities against the country’s Vision 2030 plan. The findings indicate procedural differences in selecting and approving staff requests for Human Resource Development (HRD) support, managerial discretion in selecting participants for HRD programmes, and selective or restricted access to HRD programmes for foreign-born employees, which raises significant questions about equality policies. This study is unique as a contribution to the literature in exploring the challenges faced by the TNA process in Saudi Arabian Higher Education, therefore broadening understanding in the field as a whole, especially concerning the developing countries and Gulf Cooperation Council of Nations. The study concludes that there is currently unsatisfactory commitment in determining the staff training needs by the HR departments of Saudi Arabian public universities, which damages morale and leads to a lack of faith between HR directors and departmental staff. Finally, this study contributes to the area of policy decision-making by reporting the present situation surrounding the issues related to the application of TNA in T&D.

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ANALISIS KEBUTUHAN PENDIDIKAN DAN PELATIHAN PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TIDORE KEPULAUAN

Jurnal Administrasi Negara ◽

10.33509/jan.v23i3.36 ◽

2017 ◽

Vol 23 (3) ◽

pp. 124-136

Author(s):

Abdurrahman Abdurrahman ◽

Halim Halim

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Education And Training ◽

Training Needs ◽

Needs Analysis ◽

Organizational Level ◽

Individual Level ◽

And Training

AbstrakPendidikan dan Pelatihan diperlukan untuk mengatasi kesenjangan antara kualitas pelaksanaan tugas dengan standar kualitas minimal yang dibutuhkan, serta untuk meningkatkan kualitas kerja. Penelitian ini bertujuan untuk mengetahui dan menganalisis pelaksanaan analisis kebutuhan pendidikan dan pelatihan bagi Pegawai Negeri Sipil pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tidore Kepulauan. Penelitian ini menggunakan metode kualitatif. Unit Analisis terdiri atas 8 Informan serta dokumen-dokumen yang diperoleh dari BKPSDM Kota Tidore Kepulauan yakni Dokumen Rencana Strategik, Dokumen Laporan Akuntabilitas Kinerja, dan Dokumen Analisis Jabatan. Data dianalisis secara kualitatif. Hasil penelitian memperlihatkan bahwa Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Tidore Kepulauan tidak melakukan analisis kebutuhan pendidikan dan pelatihan dengan tepat dan sistematis. Identifikasi kebutuhan pendidikan dan pelatihan di tingkat organisasi hanya ditentukan oleh pimpinan, identifikasi kebutuhan pendidikan dan pelatihan ditingkat pekerjaan hanya menyesuaikan dengan program-program pendidikan dan pelatihan yang ditawarkan oleh penyelenggara dan kebutuhan di tingkat individu hanya diputuskan oleh pimpinan berdasarkan intuisi dan keinginannya. Oleh karena itu, sebaiknya BKPSDM Kota Tidore Kepulauan dalam menentukan bagian atau bidang mana dalam organisasi yang membutuhkan diklat dilaksanakan melalui proses analisis organisasi dengan melakukan wawancara keluar, survai Calon Peserta dan data kepuasan peserta maupun dengan melihat indeks efisiensi.Kata kunci: Analisis Kebutuhan Pendidikan dan Pelatihan, Pengembangan Sumber Daya Manusia, Pemerintah Kota Tidore Kepulauan. Abstract Education and Training are needed to address the gap between the quality of task performance and the minimum quality standards required, as well as to improve the quality of work. The objective of this study is to understand and analyze the implementation of training needs analysis for Civil Servants that was undertaken by The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality. This study uses a qualitative method. Analysis Unit is 8 informants and documents obtained from BKPSDM Tidore Kepulauan Municipality namely Document of Strategic Plan, Document of Performance Accountability Report, Job Analysis Document. Data were analyzed qualitatively. The results of the study show that The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality did not conduct a proper and systematic training needs analysis. The training needs identification at the organizational level is determined solely by the leader, the training needs identification at the job level merely adjusting to the education and training programs offered by the organizers and the individual level needs only decided by the leadership based on intuition and desire. Therefore, it is better to BKPSDM Tidore Kepulauan Municipality in determining which part or field in the organization that need the training done through organizational analysis process by conducting out interview, participant survey and participant satisfaction data as well as by looking at the efficiency index.Keywords: Training Needs Analysis, Human Resource Development, Tidore Kepulauan Municipality.

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

Human Systems Management ◽

10.3233/hsm-201012 ◽

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.

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FAKTOR-FAKTOR YANG MEMPENGARUHI MANAJEMEN PENDIDIKAN DAN PELATIHAN (DIKLAT) DALAM UPAYA PENGEMBANGAN SUMBER DAYA MANUSIA (SDM)

Jurnal Dinamika Pendidikan ◽

10.33541/jdp.v11i2.812 ◽

2018 ◽

Vol 11 (2) ◽

pp. 153

Author(s):

Edison Siregar

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Management Education ◽

Resource Development ◽

Education And Training ◽

Training Needs ◽

Input Source ◽

Financing Education ◽

And Training

ABSTRAK Setiap perusahaan dituntut untuk memiliki sumber daya manusia yang berkualitas dan berkarakter. Ketersediaan sumber daya manusia yang memenuhi kebutuhan perusahaan yang mempunyai kemampuan, pengetahuan dan keterampilan serta yang berkarakter, maka diperlukan suatu metode pengembangan sumber daya manusia. Salah satu cara atau metode pengembangan sumber daya manusia adalah melalui pendidikan dan pelatihan. Tujuan penulisan ini untuk mengetahui faktor-faktor yang mempengaruhi manajemen pendidikan dan pelatihan (Diklat) dalam upaya pengembangan sumber daya manusia. Dalam mendiskripsikan analisis manajemen dan pelatihan, penulis menggunakan pendekatan sistem dimana dijabarkan terlebih dahulu mengenai konsep manajemen pendidikan dan pelatihan, kemudian bagaimana proses manajemen pendidikan dan pelatihan itu sendiri. Pendekatan yang kedua adalah pendekatan sumber masukan untuk menganalisis faktor-faktor yang dominan dalam manajemen pendidikan dan pelatihan. Terdapat paling sedikit tujuh faktor yang dominan, yaitu: 1) Penyelenggara Diklat; 2) Instruktur/Pelatih; 3) Peserta; 4) Perencanaan Kebutuhan Pendidikan dan Pelatihan; 5) Kurikulum; 6) Sarana dan Prasarana; 7) Pembiayaan. Kata kunci: Manajemen, Pendidikan, Pelatihan, Sumber daya manusia ABSTRACT Every company is required to have qualified human resources and character. The availability of human resources that meet the needs of companies that have the ability, knowledge and skills as well as the character, it is necessary a method of human resource development. One way or method of human resource development is through education and training. The purpose of this paper is to know the factors that influence the management of education and training (Diklat) in the effort of human resource development. In describing the analysis of management and training, the authors use a system approach where described first about the concept of management education and training, then how the process of management education and training itself. The second approach is the input source approach to analyze the dominant factors in education and training management. There are at least seven dominant factors, namely: 1) Training Providers; 2) Instructor / Trainer; 3) Training Participants; 4) Education and Training Needs Planning; 5) Curriculum; 6) Facilities and Infrastructure; 7) Financing Education and training. Keywords: Management, Education, Training, Human Resources

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A Practical Approach to Conducting and Using the Training Needs Assessment

Public Personnel Management ◽

10.1177/009102608801700208 ◽

1988 ◽

Vol 17 (2) ◽

pp. 191-205 ◽

Cited By ~ 12

Author(s):

Craig Eric Schneier ◽

James P. Guthrie ◽

Judy D. Olian

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Needs Assessment ◽

Data Base ◽

Human Resource ◽

Training And Development ◽

Training Needs ◽

Training Needs Assessment ◽

Effective Training ◽

Central Data

Although training needs assessment (TNA) is essential for effective training efforts, this important component of training and development is often ignored. The authors present a systematic, legally defensible TNA which has proved to be successful. Sample materials for conducting a TNA are included. The use of the TNA as a central data base for other personnel/human resource management activities is also discussed.

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Needs assessment in the field of human resource development in Herat / conducted by Sustainable Development Inc. (SDI).

10.2458/azu_acku_pamphlet_hd2769_2_a34_n44_1994 ◽

1994 ◽

Keyword(s):

Sustainable Development ◽

Needs Assessment ◽

Human Resource Development ◽

Human Resource ◽

Resource Development

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Post-Leave (Return to Work) Training Needs and Human Resource Development

Advances in Developing Human Resources ◽

10.1177/1523422320982935 ◽

2021 ◽

pp. 152342232098293

Author(s):

Denise R. Philpot ◽

Mariya Gavrilova Aguilar

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Return To Work ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Training And Development ◽

Training Needs ◽

Organizational Policies ◽

Leave Taking

The Problem Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In addition, supervisors/managers should examine their role in to evaluating the training needs of the employee and facilitating a successful post-leave return to work. The HRD literature can benefit from an integrated model of. The Solution This article reviews an important workplace phenomenon existing at the intersection of Human Resource Management (HRM) policies related to employee leave and HRD practices related to addressing training needs upon return to work and emphasizing employee orientation and integration back into the workforce. As a major component of HRD, Organization Development (OD) can also be employed to create a supportive organizational culture for employees on leave. We synthesize existing research on post-leave and rely on the HRD literature to propose solutions that highlight employee training and development interventions. Recommendations for practitioners include how to improve the workplace environment for employees prior to their leave as well as upon return, how to enhance the existence of orientation programs, and how to properly train managers to work well with employees and assess their training needs upon return from leave. The Stakeholders HRD practitioners that are looking to improve leave policies and documented practices as they pertain to the performance and training needs of leave-taking employees upon returning to work as well as managers that strive to ensure returning employees have the knowledge and skills necessary to regain previous levels of competence and productivity will be interested in this research.

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