What is Training Needs Analysis?

The swiftly shifting nature of business environment requires organizations’ to make changes or fetch improvements in their acting, operating and learning styles and insists them to embrace a more flexible and adaptive approach to carry out their functions in order for being effective and on top form. A well designed, customized and employee-tailored training program can help organizations stay on top ahead of their competitors (Coulson-Thomas (1997). Continue reading


The effect of Professional Bureaucracy & Adhocracy on HR strategy and Its Practices

Part 4:

Professional Bureaucracy

Professional Bureaucracy is defined as a bureaucratic structure with little formalization, which entails a large operating core that is highly autonomous and controlled by trained expertise due to the complex nature of tasks. This indicates that the environmental contingency in which professional bureaucracy works is stable but complex in nature where standardization of skill performs as the prime coordinating mechanism, where the works necessitate great knowledge and skill to create output form input that clearly depict the authority originates from experts’ expertise and lies in their hands to control their works. Abernethy and Stoelwinder (1990) stated that as the autonomous and dominant characteristics of operating core diminish the influence of technostructure, top and middle line over it and the result is a flat organizational configuration. Continue reading

Pro and Cons of Training Needs Analysis

Merits of Training Needs Analysis

Arthur et al. (2003) points towards the fact that the countless efforts of organizations staying competitive and being competent in the marketplace, increasing efficiency and improving employees skills, knowledge and attitudes call for learning and developing new knowledge, skills and changing attitudes, which can be done through effective training program and TNA is the approach that provides a firm support towards fulfilling those efforts. According to Bentley (2006), training needs analysis helps organizations construct sound training activities that add value to the training process and direct organizations towards the achievement of their strategic objectives. Ferdinand (1988) points out that TNA helps organization determining the needs that need to be highlighted in order to competitive and effectively respond to its business environment. Continue reading

Importance of Training Needs Analysis to the Effective Design of Training Activities

A sound Training Needs Analysis 

is very crucial to the effective of training activities (Arthur et al. 2003). The authors point out that it is imperative to understand what are the organizational needs, what are the requirements to be fulfilled, what will be the contents of the training, who needs to be trained, which are indispensable for designing the training programs effectively. Buckley and Caple (2007) indicate that TNA makes it possible to identify employees’ current and future needs and help design training programs that fit and satisfy their needs. Continue reading

The Significance of Training and Development in Performance Management

In order to smooth the progress of the job and to get performance precisely and effectively from the employees, there is no alternative for the organizations but to train them well (Buckley and Caple, 2007). According to Coulson-Thomas (1997), the rapidly changing nature of business environment requires organizations’ to make changes or fetch improvements in their acting, operating and learning styles and insists them to embrace Continue reading