TND Qz2 Sp23

If need analysis shows that a certain group of employees are responsible for a performance gap, they should be trained as soon as possible to fill that gap

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In need analysis process, you compare needs at three different levels of the organization (organization, task & person), and based on the results of the comparison, you prioritize needs

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In need analysis, a ‘concern’ that is ‘important’ should be addressed in a timely manner through effectively designed training interventions

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In need analysis, a ‘concern’ is ‘important’ only when it can be proven that if it is addressed, organizational performance can be improved

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You cannot proceed with the need analysis process, if key stakeholders do not show much interest in filling the performance gap

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If employees have the knowledge, skills and abilities required to perform a job, training cannot be the solution to their performance gaps

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Organizational size is not an obstacle to need analysis

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If employees’ performance is not up to the mark, instead of arranging training for them, manager can also consider lowering their expectations and thus approve the okay-ish performance

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Team task analysis is especially useful in jobs that require an extensive knowledge base, involve complex judgements, and have high-stake outcomes

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Job holders are not a good source of data collection at person level

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