GOOD PRACTICE XYZ.
Stage 1: Obtain a good understanding of skill gaps a skills analysis and audit for the records management program and comparing the results, or a skills audit and comparing results with competency profiles/position descriptions for individuals, then aggregating the results to define collective skill gaps. Not done at all.
Stage 2: Consider the type and coverage of training/development required on the job coaching training developed and delivered in house external training and development. Not done until training identified requested .
Stage 3: Research options existing solutions are available to draw from, or it would be best to develop specific solutions, either internally or externally. Not done until training identified requested .
Stage 4: Evaluate options cost of solutions (in comparison to the training budget) level of commitment required, and level of interest from staff members Not done until training identified requested .
Stage 5: Document the training needs analysis formal needs analysis As part of the annual performance appraisal process training needs are supposed to be identified and a plan needs to be drawn up how this is going to be achieved. In some cases this is done, however, it is not done properly.
Table 1: Assessment of Training Needs Analysis.
From the above it is clear that XYZ's training needs assessment activity is totally inadequate.
4. Training budget.
XYZ's training budget is made up of the following items:.
Budget is allocated for bursaries for people doing studies at universities technikons. Budget is allocated for people to obtain professional certifications. Budget is allocated for all staff members to attend one 3-4 day external course. Budget is allocated for one to two persons per department to attend overseas conferences seminars. Budget is allocated for 50% of the staff to attend local conferences seminars. Budget is allocated for books videos Budget is allocated for an internal annual conference attended by all staff members.
