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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 Online Learning Management Systems do not
have a learning resource library to meet the learning
expectations of individual's assessed.
The HRD Online learning
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 learning system offers three diiferent
approaches to training needs analysis.
- Knowledge Assessment
- Performance Appraisals
- Climate Surveys
This is why the HRD Online learning system is so popular
for it does not just offer 56 Certified training courses
and 45 ILM qualifications but it considers the training
needs of the organisation and its people.
Our training courses are HRD
solution driven!
Performance 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 learning 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, gathers their graded responces
for each competency nominated, and presents peer feedback
information for the final performance appraisal and
action planning.
Assessor comments, action plans, presented evidence, prioritity learning requirements are all displayed in support.
Where the Performance Appraisal function is integrated
then the user has access to Certified training courses
in their skills library - 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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