ANSWER ALL THREE OF THE FOLLOWING QUESTIONS.
Question 1
1.1 Describe the training needs within an organisation that may be analysed by referring to the steps of the
skills needs analysis.
Identifying Organizational Objectives:
Begin by understanding the organization's overall strategic goals and objectives. This could involve
examining business plans, mission statements, and performance metrics.
Task Analysis:
Conduct a thorough analysis of job roles and tasks within the organization. This involves breaking down
each job role into its component tasks and responsibilities.
Skills Inventory:
Take stock of the current skills and competencies of employees. This could involve conducting surveys,
interviews, or assessments to gauge employees' proficiency levels in various areas.
Performance Gap Analysis:
Compare the skills and competencies identified in the skills inventory against the skills required to perform
job tasks effectively. This helps identify areas where there are gaps between current and desired skill levels.
Future Needs Forecasting:
Anticipate future skill requirements based on factors such as technological advancements, industry trends,
and changes in job roles. This involves looking ahead to ensure that the organization remains competitive
and adaptable.
Prioritization of Training Needs:
Once the gaps are identified, prioritize training needs based on their importance to achieving organizational
objectives and their potential impact on performance.
Resource Assessment:
Evaluate the resources available for training, including budget, facilities, and personnel. Determine whether
additional resources will be required to address the identified training needs effectively.
Stakeholder Consultation:
Involve key stakeholders such as managers, department heads, and employees in the analysis process. Their
input can provide valuable insights into specific training needs and priorities.
Feedback and Review Mechanisms:
Establish mechanisms for ongoing feedback and review to ensure that the training needs analysis remains
relevant and responsive to changing organizational needs.
Question 1
1.1 Describe the training needs within an organisation that may be analysed by referring to the steps of the
skills needs analysis.
Identifying Organizational Objectives:
Begin by understanding the organization's overall strategic goals and objectives. This could involve
examining business plans, mission statements, and performance metrics.
Task Analysis:
Conduct a thorough analysis of job roles and tasks within the organization. This involves breaking down
each job role into its component tasks and responsibilities.
Skills Inventory:
Take stock of the current skills and competencies of employees. This could involve conducting surveys,
interviews, or assessments to gauge employees' proficiency levels in various areas.
Performance Gap Analysis:
Compare the skills and competencies identified in the skills inventory against the skills required to perform
job tasks effectively. This helps identify areas where there are gaps between current and desired skill levels.
Future Needs Forecasting:
Anticipate future skill requirements based on factors such as technological advancements, industry trends,
and changes in job roles. This involves looking ahead to ensure that the organization remains competitive
and adaptable.
Prioritization of Training Needs:
Once the gaps are identified, prioritize training needs based on their importance to achieving organizational
objectives and their potential impact on performance.
Resource Assessment:
Evaluate the resources available for training, including budget, facilities, and personnel. Determine whether
additional resources will be required to address the identified training needs effectively.
Stakeholder Consultation:
Involve key stakeholders such as managers, department heads, and employees in the analysis process. Their
input can provide valuable insights into specific training needs and priorities.
Feedback and Review Mechanisms:
Establish mechanisms for ongoing feedback and review to ensure that the training needs analysis remains
relevant and responsive to changing organizational needs.
