Strategic Planning, Learning Theory, and Training Needs Analysis

1729 WordsMay 26, 20117 Pages
The five phases of the training process model include; Needs Analysis Phase; Design Phase; Development Phase; Implementation Phase, and the Evaluation Phase. The “Needs Analysis Phase” is to determine each employee’s needs and ask “What do we want our employees to get out of the program?” This phase will help identify the difference between comparing the company’s current results to the company’s “expected organizational performances. The performance gap is one way to figure out what is best needed in the training process of the company. Our text states that the “needs analysis phase begins when there is a performance problem within the organization. Examples of this problem might be: lack of quality, customer dissatisfaction, or…show more content…
Our text explains that the cognitive approach suggests that the learner controls learning, and they may come to training with their own set of goals and priorities.” Whereas the behaviorist come to training with a specific goal and believe the “environment controls the learning outcome.” (Blanchard / Thacker, 2010) The two definitely are different in ways, but “behavioral and cognitive approaches are being used in the same multimedia application. Both involve analysis, decomposition, and simplification of tasks in order to make instruction easier and more efficient” (Jonassen, 1991). Both use “devices to arouse, attract, and focus attention. Both force learner engagement through interactive decision-making points in the material. Both give importance to intrinsic feedback, though it may be expressed in voluntary help or advice options in applications with cognitive design. Both value meaningful learning and realistic contexts for application of knowledge and skills” (Atkins, 1993). It is my opinion both are equally relevant to the training programs, depending on which approach one wants to take. Fully explain the purpose of a training needs analysis (TNA). Argue the conditions under which a TNA is always necessary, and offer two examples when a TNA might not be required. The purpose of a training needs analysis is

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