Section 3: Conducting a training needs analysis

There are three basic steps involved in the process of training needs analysis and they are:

We will examine each of these three steps in this section

Step 1: Job and task analysis

Job analysis.

Essentially job analysis seeks to determine and record the components, or tasks, of a specific job. It should also identify certain facts in respect to the tasks. There are five basic methods of job analysis data collection that we can use to identify these tasks.

Some of these are often used in conjunction with one another. Observation, for instance, is often combined with interviews and/or questionnaires. The most appropriate method will largely depend on the specific environment that you are analysing.

You should note that the term ‘expert’ panel has in a large number of organisations been replaced by the term ‘experienced’ panel. This is essentially a grouping of managers, supervisors and workers each selected for the degree of knowledge and experience in respect to specific jobs or job areas. Often the basis for the consideration by an ‘experienced’ panel is a summary of one of the other methods of data collection.

Task analysis.

Task analysis examines each of the tasks identified during job analysis and identifies the steps, or sub-tasks, inherent in each task and establishes certain facts about each sub-task. Whilst we will not be asking you to go too far into this subject in your assignment, it is desirable that you have an understanding of the methodology and outputs from the process.

Activity 3.4 Read Reading 14: Extracts from Australian emergency manual: Training management, Chapter 3, para. 3.07 and 3.08 para. 3.09 and Chapter 3, Annex A. Reading 15: Extracts from Training and development, para. 206. Why do you think it is important to list the facts mentioned in the reading? What could be the consequence of not including this information? Why would a mixed method, where more than one method is used to collect data, normally be used? What are the benefits of using a mixed approach? What do you think might be the best way for you to collect job analysis data in respect to the organisational SOP you developed in Topic 2? What are the similarities and differences between task analysis and job analysis? Print this activity

You have probably realised that, to a large extent, task analysis results in similar outputs to job analysis, albeit at a lower level in the job structure.

In job analysis we examined the ‘job’ to determine ‘tasks’ performed. In task analysis we examine each task to identify the steps (sub-tasks) inherent in each task and establish certain facts in respect to each step (sub-task).

You will note that another level or term has been introduced in the above reading, namely ‘duty’. In the next section we will be discussing how this term and others fit in with our application of the process to our SOP.

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