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Shockingly, 90 per cent of all training is a waste of time according to one US investigation, either because the training is not transferred into the workplace, or the training design/delivery is poor or the participants are unable/unwilling to learn. The Training Needs Analysis Pocketbook will ensure that your people development solutions are tied to the organisation's strategic plans and objectives. The authors' aim is to simplify TNA and to demonstrate that it can be strategic, rewarding, career-enhancing and, even, fun! The book is divided into three sections: 1. The Training Needs Investigation: an easy-to-follow process which will take you through all the steps of a professional TNA. 2. The 10 Point Training Plan: the document, spreadsheet or wall chart where you can record all your notes from the Training Needs Investigation and plan for each training course or event. 3. The Tool Box: to help you do a great job at every step of the TNA process.
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Most Helpful Customer Reviews
3 of 4 people found the following review helpful
Format:Paperback
ALL you need to know in an overview of how to establish WHAT training you should be conducting. I would add how to measure the return on the investment, which is critical before commencing any training programme.
In use as reference book, which is what it was designed for - recommend.
In use as reference book, which is what it was designed for - recommend.
Format:Paperback
Paul Donovan and John Townsend have authored a readable book that introduces training needs analysis--how to determine what training should be offered in a corporate setting. Their book is part of the Management Pocketbook series. These books provide quick overviews of various topics managers need to know about. The format is similar to printed slides from a PowerPoint presentation, allowing quick review of fundamental information that is organized in a familiar way.
There is an impressive amount of material for such a short book. It's strengths include a clear-eyed view of the role of organizational stakeholders in making needs analysis happen, an excellent description of the INVESTGATE framework for needs analysis, and a flexible, ten-point checklist for what should be included in a training plan. The authors also highlight the most common things that can go wrong in a training needs analysis and how to get things back on track. The final section's TNA readiness questionnaire helps readers assess how challenging it may be to do training needs assessment in their organizations.
The authors also include brief introductions to two topics related to training needs analysis. Readers learn the basics of defining competencies and how to conduct a competency gap analysis to identify developmental needs. Their presentation dovetails nicely with the Competencies Pocketbook. There is also an introductory presentation of the four levels of training evaluation, a good segue to the Training Evaluation Pocketbook by the same authors.
Unlike most other Management Pocketbooks, this one does not include a Further Readings section. This omission is curious, since there are a number of good, full-length books on this topic and the authors have obviously consulted some of them. For those interested in a more in-depth treatment of training needs analysis, I recommend John McConnell's How to Identify Your Organization's Training Needs: A Practical Guide to Needs Analysis.
There is an impressive amount of material for such a short book. It's strengths include a clear-eyed view of the role of organizational stakeholders in making needs analysis happen, an excellent description of the INVESTGATE framework for needs analysis, and a flexible, ten-point checklist for what should be included in a training plan. The authors also highlight the most common things that can go wrong in a training needs analysis and how to get things back on track. The final section's TNA readiness questionnaire helps readers assess how challenging it may be to do training needs assessment in their organizations.
The authors also include brief introductions to two topics related to training needs analysis. Readers learn the basics of defining competencies and how to conduct a competency gap analysis to identify developmental needs. Their presentation dovetails nicely with the Competencies Pocketbook. There is also an introductory presentation of the four levels of training evaluation, a good segue to the Training Evaluation Pocketbook by the same authors.
Unlike most other Management Pocketbooks, this one does not include a Further Readings section. This omission is curious, since there are a number of good, full-length books on this topic and the authors have obviously consulted some of them. For those interested in a more in-depth treatment of training needs analysis, I recommend John McConnell's How to Identify Your Organization's Training Needs: A Practical Guide to Needs Analysis.
Most Helpful Customer Reviews on Amazon.com (beta)
Amazon.com:
1 review
An Outline for Training Needs Analysis
1 July 2009
Format:Paperback|Amazon Verified Purchase
Paul Donovan and John Townsend have authored a readable book that introduces training needs analysis--how to determine what training should be offered in a corporate setting. Their book is part of the Management Pocketbook series. These books provide quick overviews of various topics managers need to know about. The format is similar to printed slides from a PowerPoint presentation, allowing quick review of fundamental information that is organized in a familiar way.
There is an impressive amount of material for such a short book. It's strengths include a clear-eyed view of the role of organizational stakeholders in making needs analysis happen, an excellent description of the INVESTGATE framework for needs analysis, and a flexible, ten-point checklist for what should be included in a training plan. The authors also highlight the most common things that can go wrong in a training needs analysis and how to get things back on track. The final section's TNA readiness questionnaire helps readers assess how challenging it may be to do training needs assessment in their organizations.
The authors also include brief introductions to two topics related to training needs analysis. Readers learn the basics of defining competencies and how to conduct a competency gap analysis to identify developmental needs. Their presentation dovetails nicely with the Competencies Pocketbook. There is also an introductory presentation of the four levels of training evaluation, a good segue to the Training Evaluation Pocketbook by the same authors.
Unlike most other Management Pocketbooks, this one does not include a Further Readings section. This omission is curious, since there are a number of good, full-length books on this topic and the authors have obviously consulted some of them. For those interested in a more in-depth treatment of training needs analysis, I recommend John McConnell's How to Identify Your Organization's Training Needs: A Practical Guide to Needs Analysis.
There is an impressive amount of material for such a short book. It's strengths include a clear-eyed view of the role of organizational stakeholders in making needs analysis happen, an excellent description of the INVESTGATE framework for needs analysis, and a flexible, ten-point checklist for what should be included in a training plan. The authors also highlight the most common things that can go wrong in a training needs analysis and how to get things back on track. The final section's TNA readiness questionnaire helps readers assess how challenging it may be to do training needs assessment in their organizations.
The authors also include brief introductions to two topics related to training needs analysis. Readers learn the basics of defining competencies and how to conduct a competency gap analysis to identify developmental needs. Their presentation dovetails nicely with the Competencies Pocketbook. There is also an introductory presentation of the four levels of training evaluation, a good segue to the Training Evaluation Pocketbook by the same authors.
Unlike most other Management Pocketbooks, this one does not include a Further Readings section. This omission is curious, since there are a number of good, full-length books on this topic and the authors have obviously consulted some of them. For those interested in a more in-depth treatment of training needs analysis, I recommend John McConnell's How to Identify Your Organization's Training Needs: A Practical Guide to Needs Analysis.
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