Critically evaluate common features that characterized the training needs assessment models. Further ouline steps that involves in Graham and Mihal's model to determine the training needs OF MANAGERS (20 MARKS)
Common features of training needs assessment models:
1. Identification of organizational goals: Every training needs assessment model begins by identifying the organizational goals and objectives. This helps in aligning the training needs with the overall organizational strategy.
2. Analysis of job requirements: The model involves analyzing the specific tasks and responsibilities associated with each job role. This helps in understanding the skills and knowledge required for effective performance.
3. Identification of performance gaps: The model aims to identify the gap between the desired and actual performance levels of employees. This is done through various methods such as performance appraisals, observations, and self-assessments.
4. Collection of data: Data collection methods like surveys, interviews, focus groups, and documentation review are used to gather information about the training needs of employees.
5. Analysis of data: The collected data is analyzed to determine the key training needs and prioritize them based on their impact on performance improvement.
6. Stakeholder involvement: The model emphasizes the involvement of key stakeholders such as managers, supervisors, and employees themselves in the training needs assessment process. Their perspectives and feedback are considered to ensure a comprehensive assessment.
7. Development of training objectives: Based on the identified training needs, specific and measurable training objectives are developed. These objectives act as a guide for designing and delivering the training program.
8. Evaluation of training effectiveness: Training needs assessment models also include provisions for evaluating the effectiveness of the training program. This helps in measuring the impact of training on closing the performance gaps.
Steps involved in Graham and Mihal's model to determine the training needs of managers:
1. Identify organizational goals and objectives: Understand the overall strategic goals of the organization and how they translate into the managerial roles.
2. Conduct job analysis: Analyze the tasks, responsibilities, and skills required for effective managerial performance.
3. Identify performance gaps: Determine the gaps between the desired and actual performance of managers through performance evaluations, feedback from subordinates/peers, and self-assessment.
4. Collect data: Use various data collection methods such as surveys, interviews, and assessments to gather information about the specific training needs of managers.
5. Analyze data: Analyze the collected data to identify the key training needs and prioritize them based on their impact on managerial performance.
6. Involve stakeholders: Involve managers themselves, as well as other key stakeholders such as subordinates, peers, and higher-level managers, to gather their perspectives on training needs.
7. Develop training objectives: Based on the identified training needs, develop clear and measurable training objectives that align with the organizational goals and the specific requirements of managers.
8. Design and deliver training programs: Develop training programs that address the identified needs and focus on providing the necessary skills and knowledge to improve managerial performance.
9. Evaluate training effectiveness: Evaluate the effectiveness of the training programs by measuring the impact on managerial performance and the extent to which the training objectives were met.
10. Continuous improvement: Based on the evaluation results, make necessary adjustments to the training programs and the overall training needs assessment process to ensure continuous improvement.