What are the main departmental and individual reasons for training?

• To improve skills and knowledge

• To meet regulatory requirements

• To enhance team collaboration

• All of the above

How do departmental and individual reasons for training help to meet a business’s objective?

• By improving employee skills and aligning them with business goals

• By increasing the number of employees in the department

• By reducing the need for any form of training

• By focusing solely on individual achievements

What is the first step of the training management cycle?

Fill in the blank: At the planning stage, the steps are divided into two: Training Needs Analysis (TNA) and ________.

• Implementation

• Evaluation

• Development

• ______.

What is a Training Needs Analysis?

• A method to identify training requirements

• A type of financial analysis

• A marketing strategy

• A software development process

Explain the concept of Training Needs Analysis (TNA) as illustrated in the diagram. Include the terms 'Where they are now', 'Where they need to be', 'Skill', 'Knowledge', 'Behaviour', and 'performance gap' in your explanation.

• Training Needs Analysis (TNA) identifies the 'performance gap' between 'Where they are now' and 'Where they need to be', focusing on 'Skill', 'Knowledge', and 'Behaviour'.

• Training Needs Analysis (TNA) is a method to evaluate employee satisfaction and engagement.

• Training Needs Analysis (TNA) is a financial assessment tool for budgeting training programs.

• Training Needs Analysis (TNA) is a strategy for improving workplace culture.

Fill in the blank: DESIRED PERFORMANCE (Optimals) - ACTUAL PERFORMANCE (Actuals) = ________.

• Variance

• Difference

• Gap

• ______.

Is it a problem of skill or a problem of will?

What are the discrepancies or differences between what the organization expects to happen and what actually happens?

• The discrepancies are the differences between expected and actual outcomes.

• The organization always meets its expectations.

• There are no discrepancies in organizational expectations.

• Discrepancies are irrelevant to organizational success.

What are the discrepancies or differences between current and desired job performance?

• Current performance meets all desired standards

• There are gaps between current and desired performance

• Current performance exceeds desired standards

• No discrepancies exist