¶ … Training Needs Analysis Practices for Managers: A Study of Saudi Arabia Private Firms
Training needs analysis (TNA) is defined by Mabey and Salman (1995:158) as a "process of collecting data which allows an organization to identify and compare its actual level with its desired level of performance." The authors also indicate that this performance could be interpreted as meaning the competencies and attitude necessary for the staff to do the job effectively. Moreover, Armstrong (1996:536) states that "training needs assessment is partly concerned with finding the gap between what is happening and what should happen.. This is what has to be filled by training ." Figure (1.1) depicts this gap.
Figure
The training Gap
WHAT SHOULD BE
TRAINING GAP
WHAT IS
CORPORATE OR FUNCTIONAL ATANDARDS
KNOWLEDGE AND SKILL REQUIRED
TARGETS OR STANDARDS OF
PERFORMANCE
CORPORATE FOR FUNCTIONAL RESULTS
KNOWLEDGE AND SKILL POSSESSED
ACTUAL PERFORMANCE OF INDIVIDUALS
Source: Armstrong (1996)
Gibson (1999) asserts that there is a clear need for organizations to carry out a comprehensive training needs analysis before finalizing their training plans; yet despite global concurrence among academicians and HR practitioners, this exercise is not being religiously conducted. The current study intends to carry out a training needs analysis in selected private sector organizations in Saudi Arabia.
Training needs analysis is a crucial facet of the training cycle because it is upon which the effectiveness of all the other phases rest. These phases include training design, deployment, and evaluation. Moreover, it is also difficult to carry out because the parties from whom data are gathered may have varying perspectives on the exercise. There are other circumstances that aggravate the conduct of training needs analysis, such as the situation in which an external consultant merely receives input on the training needs analysis and has not been involved in the process. Moreover, there is some sensitivity involved in training needs analysis. Reid and Barrington (1999) point out that there may be some sensitivity involved in gathering, gauging, and analysing the training needs of an organisation. This is specially true if the process involves determining weak areas that need to be improved. These are but some of the issues that need to be watched out for in the conduct of the training needs analysis in the selected companies.
The conventional models of training needs analysis takes into consideration only the requirements of the job and the extent to which the incumbent meets these requisites. However, it is clear from the view of many HR authors and practitioners that this view is wanting. To be able to make the human resources function truly strategic, there is a need to scan the environment and integrate the strategies of the enterprise into HR strategy. Only in doing so can the HR function truly have value.
The methodology which the current research adopts is based on the theoretical framework of Sleezer (1993), which upholds a holistic approach to training needs analysis. The framework requires analyses at the organisational, task, and person levels.
1.2 Statement of the Problem
Currently lack of research and inadequate benchmarks exist for the training needs of companies belonging to the private sector of Saudi Arabia. Furthermore, in the context of Saudi Arabia, there is dearth of literature which focuses on workforce development. The current research aims to provide an adequate analysis of the training needs of companies belonging to the private sector of Saudi Arabia. In providing sound methodology and best practices in undertaking such analysis, the research may serve as a benchmark for similar companies who intend to develop their workforce systematically. Furthermore, in being able to contribute to the development of manpower in the private sector, there will eventually be contribution to the economic sector of Saudi Arabia overall. Moreover, it may also provide a template for systematically assessing the training needs within this industry.
1.3 Purpose of the Study
The current research aims to determine how private companies in Saudi Arabia carry out their training needs analysis. This will be done by adopting a case study approach and using a survey, interviews and questionnaire, to collect data. Subsequently, regression and coding techniques will be used as a data analysis tool to infer the results.
1.4 Objectives
In particular, the researcher aims to address the following objectives:
1) To determine the objectives in conducting training needs analysis in Saudi Arabian private sector firms;
2) To ascertain how these firms determine the skills of those in managerial positions match those of job requirements;
3) To determine the actions undertaken by human resource managers in the event that the incumbent managers do not possess the skills required of them by their...
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