{"id":39740,"date":"2025-10-14T13:46:43","date_gmt":"2025-10-14T13:46:43","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/strategic-human-resources-management-professional-certificate-2\/lessons\/lesson-2-planning-and-strategizing-training-step-1-needs-assessment-3\/"},"modified":"2025-10-14T13:46:43","modified_gmt":"2025-10-14T13:46:43","slug":"lesson-2-planning-and-strategizing-training-step-1-needs-assessment-3","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/sample-course\/lessons\/lesson-2-planning-and-strategizing-training-step-1-needs-assessment-3\/","title":{"rendered":"Lesson 2: Planning and Strategizing Training – Step 1 Needs assessment"},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 2 : Training and Development
\n<\/h2>\n

Planning and Strategizing Training
\n<\/h3>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Step 1: Needs assessment
\n<\/h3>\n

It involves determining why specific training activities are required and placing the training within an appropriate organisational context. It involves three levels of analysis:<\/h5>\n
\n\n\t\t\t\t\t Organisational level:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Training is considered within the context of the organisation’s culture, politics, structure, and strategy.<\/h5>\n
This considers how the training will assist the organisation or unit in meeting its objectives and how the training may affect day-to- day workplace dynamics between and among different units.<\/h5>\n
It also considers the cost of training relative to the benefits that may be expected and considers the opportunity costs of foregoing the training.<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Task level:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Involves looking at specific duties and responsibilities assigned to different jobs and the types of skills and knowledge needed to perform each task.<\/h5>\n
It also considers whether the learning can or should take place on or away from the job, the implications of mistakes, and how the job can be designed to provide the employee with direct feedback on his\/her performance.<\/h5>\n
It also involves determining whether the training needs of certain jobs are like or different from the training needs of other jobs in the organisation.<\/h5>\n

\u00a0
\n\t\t\t\t\t<\/details>\n

\n\n\t\t\t\t\t Individual level:
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Considers the people to be trained. It requires an analysis of their existing levels of knowledge and skills as well as factors relating to their preferred learning styles, personality, interpersonal styles in interacting with others, and any special needs individual employees might have, such as any physical or mental condition that might need to be addresses in the design and delivery of the training.<\/h5>\n<\/details>\n
Training is considered within the context of the organisation’s culture, politics, structure, and strategy.<\/h5>\n
This considers how the training will assist the organisation or unit in meeting its objectives and how the training may affect day-to- day workplace dynamics between and among different units.<\/h5>\n
It also considers the cost of training relative to the benefits that may be expected and considers the opportunity costs of foregoing the training.<\/h5>\n
Involves looking at specific duties and responsibilities assigned to different jobs and the types of skills and knowledge needed to perform each task.<\/h5>\n
It also considers whether the learning can or should take place on or away from the job, the implications of mistakes, and how the job can be designed to provide the employee with direct feedback on his\/her performance.<\/h5>\n
It also involves determining whether the training needs of certain jobs are like or different from the training needs of other jobs in the organisation.<\/h5>\n

\u00a0<\/p>\n

Considers the people to be trained. It requires an analysis of their existing levels of knowledge and skills as well as factors relating to their preferred learning styles, personality, interpersonal styles in interacting with others, and any special needs individual employees might have, such as any physical or mental condition that might need to be addresses in the design and delivery of the training.<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-39740","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 2: Planning and Strategizing Training - Step 1 Needs assessment - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/sample-course\/lessons\/lesson-2-planning-and-strategizing-training-step-1-needs-assessment-3\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 2: Planning and Strategizing Training - Step 1 Needs assessment - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 2 : Training and Development Planning and Strategizing Training Step 1: Needs assessment It involves determining why specific training activities are required and placing the training within an appropriate organisational context. 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