培养训练需求评估.pptVIP

农民参与式培训需求分析 对农民的培训需求分析更难： 很难确定合格农民的标准 很难衡量农民的实际水平 农民的文化水平比较低，常规TNA方法操作困难 需求调查 准培训间距分析 第三章 培训需求评估 Training Needs Assessment 培训需求 知识、技能、态度 目标行为表现 知识、技能、态度 当前行为表现 知识、技能、态度 培训需求确定图 3.1 概念 培训间距(training gap): work performance and a “desired” level of competency of an individual（工作表现---期望的合格水平） GAP = “should be（应该水平）” - “what is（目前水平）” gap = a set of skills, knowledge and attitudes needed to perform in an organization知识、技能和态度 TNA: process whereby such needs are identified, prioritized and selected for specific actions 培训需求分析： 界定、排序和选择那些需求的过程，采取行动 注意：不是所有的gap都能通过培训解决，如, attitudes, generation gap, value, local cultures and customs, personality, physical constraints？？？ 概念 For a new training program: TNA for planning;设计一个新培训计划 For an existing training program: TNA for improving, modifying, adapting the training to the needs of a particular clientele.当前培训计划：修改、调整完善 Steps: 步骤 deciding the target population确定目标群体 defining and identifying needs定义和界定需求 measuring competency shortcomings测量能力表现中的不足 prioritizing between them对这些不足排序 setting training objectives in the light of assessment findings 根据评估结果确定培训目标 TNA is to find out(找出): the type and extent of training needed哪种类型的培训、培训到什么程度 individuals in need of such training, and 目标群体 the organizations in which they are located 目标群体的单位/机构 Training needs as ability gap 概念 What knowledge, skills and attitudes does he/she have？当前状况知识技能态度 What knowledge, skills and attitudes are required?要求的状况知识技能态度 Ability gap能力差距 概念 不同层次的需求: Nil(没有): 完全缺乏 Deficiency(不足): 只有初步的概念，知识不够 Sufficiency(基本满足要求): 知识或能力基本足够，但工作效率不高 Precision(满足要求): 要达到工作中的准确和连贯性 Perfection(完美): 在工作中准确与速度的完美结合 Concepts 根据不同需求的培训: （分类培训） Sensitization(提高意识培训): 针对Nil and Deficiency,目的-提高意识，获得概念性的认识; Operational training(基本知识技能培训): 针对Deficiency and Sufficiency,目的-使学员增长知识、技能和态度，提高效率; Applied training(高级应用培训): 针对Sufficiency and Precision,目的-属于专门培训以帮助学员深化理解知识、概念，学习他人的经验和技巧以提高工作能力 理想标准 满足要求 基本满足要求 不足 没有 提高培训 合格培训 资格培训 意识性培训 层次1 层次2 层次3 层次4 层次5 培训需求的层次关系 Concepts 培训需求分类 培训