Conducting Training Need Analysis for MNM Security Services
A training needs analysis (TNA) is a detailed analysis of the training which can affect development in the knowledge, skills or attitude of individuals or teams in the workplace. It forms the basis for organized training and detects current work-based gaps or problems in performance standards that may be able to be determined through training. If carried out efficiently, TNA will have many positive effects for the association, teams and individuals, as the training which follows as a result of the TNA should be significant and meet their requirements. Training needs analysis (TNA) is often considered to be a very significant factor and therefore, should lead any training involvement…show more content… Any gaps divulge a training need. Sources for collecting data include job descriptions, standard operating procedures, job safety analysis/job hazard analysis, performance standards, review of literature and best practices, and on-site observation and questioning (Miller & Osinski, 1996, p. 3-4). An effective task analysis identifies jobs that have to be performed; conditions under which jobs are to be performed; how often and when jobs are performed; quantity and quality of performance required; skills and knowledge required performing tasks; and where and how these skills are best acquired (Brown, 2002, p.…show more content… All three levels of the needs analysis are interconnected and data must be collected at all levels. Based on the information collected, training needs can be identified, learning objectives can be established, and a training program can be established to meet the organization’s needs as well as the employee’s needs .
In MNM Security Services, as I focused on security guard my analysis are focused on individual analysis where I can discover how well they are performing. There are lot methods to collect data to determine their performance on the job as mention above but in this case i used two methods which are:
Focus group is basically a group whose responsibility is to concentrate on a precise issue within an association. In the case of a focus group for training needs, the association might choose group members from the comparable team or from different parts of the organization, or choose representatives from a department. Responses in a focus group, on the other hand, are usually oral, open-ended, relatively broad, and qualitative. They have more depth, nuance, and variety. Nonverbal communications and group interactions can also be perceived. Focus groups can therefore get closer to what people are really thinking and feeling, even though their feedback may be tougher, impossible to mark on a scale. One advantage of focus groups is deep and complexity of response.