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 Most people would accept that an organistaion needs to realise the potential of its people and that it needs to ensure that it's people are acquiring the knowledge and skills they need to make an effective contribution towards the organisation's goals. At the heart of human resource development therefore is Training Needs Analysis.
But how often is a Training Needs Analysis study paper based? - without learning or action plans to promote knowledge, skill and the application of learning to the benefit of self and organisational change? Even modern Learning Management Systems do not have a learning resource library to meet the learning expectations of individual's assessed.
The HRD Online training system is different.
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| Competency Assessment's Skill Areas: |
| Customer Awareness |
| Developing People |
| Financial Management |
| General Management |
| Health & Safefty |
| HR Management |
| Integrative Management |
| Knowledge & Information Management |
| Managing Technology |
| Organisational Communication |
| Personal Management Skills |
| Planning & Resource Management |
| Quality Management |
These skill areas cover 80+ generic competencies. |
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The HRD Online training system offers two diiferent approaches to training needs analysis.
- Knowledge Assessment
- Skill Assessment
Each approach uses push learning technology and each approach links an identified learning need to our online training resources - we are training solution driven!
Appraisals - enables the Training Manager, Coach and/or Line Manager to conduct employee performance led Training Needs Analysis. Most useful for skill assessment. The HRD Online training system operates with both generic and customised role competencies - individuals being appraised can opt for self appraisal, assessor appraisal and/or 360 feedback.
The system uses push learning technology to contact nominated assessors, gather their graded responces for each competency nominated, keep track of participants not responding and presents peer feedback information for final appraisal and action planning.
Assessor comments, action plans, presented evidence, prioritity learning requirements are all displayed in support.
Where Appraisal function is integrated then ebriefings and TestEDs satisfying the learning need are also displayed - in this way users can progress a learning need into learning action and learning results.
The system is fully customisable and therefore we can create role definitions for you people by selecting competencies from our existing skill areas or creating new specialist competencies as you may require.
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