Publication
Devising methods to assess training needs of health promoters in Scottish area health boards
Appendix 5. Some methods of training needs assessment
| Method |
Description |
Advantages |
Disadvantages |
| AUDIT |
institutional review of targets and associated training needs |
helps the organisation plan and become more effective |
time-consuming, expensive |
| APPRAISAL |
individual targets set for employees, training gaps identified |
can motivate individuals |
ignores organisational needs; if handled badly, can be seen as a threat |
| ACTION PLANNING |
defines trainees' current performance and how training could close gaps (CBI 1989) |
helps employees transfer training to work situation |
ignores some organisational needs |
| CRITICAL INCIDENT ANALYSIS |
employees note when problems occur; trainer analyses returns, devises appropriate training |
suitable for small and medium-sized organisations (Kenney and Reid 1988, p178) |
some individual needs still ignored |
| BRAINSTORMING |
group of practitioners work together to identify training needs |
individual empowered |
can dissipate effort; not everyone's need met translating needs into training may not be exact |
| FOCUS GROUP |
small groups (6-8) explore specific issues (Morgan, 1993) |
can be used to fine tune courses to participants' needs |
can be expensive; time lag between assessment and delivery of training |