Training Needs Assessment and Analysis

Organization Analysis

Organization analysis involves determining the appropriateness of training given the organization's strategic goals, environment, resources, and characteristics. The organization's strategy is relevant to decisions [Page 828]about training because different strategies demand different amounts and types of training. Organizations that seek to differentiate themselves from their competitors with excellent service, for example, would likely benefit from service-related training courses. The same training courses might be less beneficial to an organization seeking a competitive advantage by minimizing costs. Organizations may also differ in the extent to which they invest in employees via training; some organizations pursue a human resources strategy of hiring the best possible employees. These organizations expend considerable resources on recruiting and selecting and may spend fewer resources on training. Assessors must understand the competitive pressures facing the organization and its strategic goals to recommend training that helps the organization effectively pursue those goals.

Organization analysis also requires an understanding of the environment within which the organization functions. Many facets of the environment, including the technical and legal, influence the type of training that an organization should offer. The technical environment includes the current and forthcoming technologies that employees will use to perform their work. For example, if an organization is planning to upgrade its computer systems, it will need to plan for training to assist in the transition and alter its existing courses to be consistent with the new systems. The legal environment includes both legislation and regulatory mandates. Although some industries and organizations are more affected by regulations than others (e.g., utilities more than services), all organizations should be aware of how training assists in compliance and reduces litigation risk. As one example, U.S. courts have determined that the degree of an organization's liability for discrimination depends on whether managers were trained in nondiscriminatory hiring practices. Consequently, managerial training covering laws related to discrimination are useful for organizations covered by employment laws such as the Civil Rights Act and the Americans with Disabilities Act. Organization analysis should determine which laws are applicable and require training for compliance.

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