第三章培训需求评估.pptxVIP

第三章培训需求评估Training Needs Assessment当前行为表现知识、技能、态度培训需求知识、技能、态度目标行为表现知识、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;设计一个新培训方案For an existing training program: TNA for improving, modifying, adapting the training to the needs of a particular clientele.当前培训方案：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测量能力表现中的缺乏prioritizing between them对这些缺乏排序setting training objectives in the light of assessment findings 根据评估结果确定培训目标 概念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 gapWhat knowledge, skills and attitudes are required?要求的状况知识技能态度What knowledge, skills and attitudes does he/she have？当前状况知识技能态度Ability gap能力差距概念不同层次的需求: Nil(没有): 完全缺乏Deficiency(缺乏): 只有初步的概念，知识不够Sufficiency(根本满足要求): 知识或能力根本足够，但工作效率不高Precision(满足要求): 要到达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(根本知识技能培训): 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层次5提高培训满足要求层次4合格培训根本满足要求层次3资格培训缺乏层次2意识性培训没有层次1培训需求的层次关系Concepts培训需求分类培训需求未感知需求感知需求未感知问题感知到问题但未意识到由于缺少培训所致感知问题和培训但不能确定培训需要量感知问题需求和培训需求培训需求评估方法一般调查法工作任务分析法〔更适合机构〕参与式需求评估方法A：一般调查法----以问题为导向调查培训对象本人〔机构中员工〕了解其工作状况、存在问题、本人感知的培训需求调查其他相关人员〔机构中经