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THE HRD SOUTH AFRICA SYSTEM IS THE
RSA'S LEADING PROVIDER OF CERTIFIED BUSINESS & PERSONAL
SKILLS COURSES & ILM QUALIFICATIONS
TNA - assessing culture,
competence & knowledge
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 an online training resource library to
meet the learning expectations of individual's assessed.
HRD
South Africa training needs analysis is different
The HRD South Africa training system
offers three approaches to training needs analysis.
a) Knowledge Tests
b) Performance Assessment
c) Surveys
A) Knowledge Tests
After all what better way is there to
objectively establish a learning need? - they either have
the knowledge or they dont.
There are tests covering 11 business
disciplines - though we can customise tests for all your specific
needs. The user can sit a test anytime and as often a they
like. Each test attempt draws upon a specialised question
bank and therefore no two tests are identical. All test results
are retained in a Historical File and is visible to their
Line Manager. For details click
here.
B) Performance Assessment
Enables the Training Manager, Coach and/or
Line Manager to conduct employee performance led Training
Needs Analysis. Most useful for skill assessment.
The HRD South Africa training system operates with both generic
and customised role competencies - individuals being appraised
can opt for self appraisal, assessor appraisal and/or 360
feedback click here for details
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The system uses push learning technology
to contact nominated assessors, gather their graded responces
for each competency nominated, and presents peer feedback
information for final appraisal and goal setting and action
planning.
Assessor comments and presented evidence
are all displayed in support.
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 reasonably be expected
click here for detail.
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.
"If
the organisation does not know where its going or why
and does not engage its people in a shared vision it will
NEVER realise its goals and so investment in change or
development could be a complete waste of time and resources."
Trevor Wood |
In Summary
We say:
- conduct surveys, analyse and prioritise findings
- conduct Performance Appraisals to give recognition and
to identify career paths and to maximise contribution of
skill
and:
- conduct knowledge tests and link results to knowledge
development
Then your confidence in getting a return on your investment
will be enhanced.
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