Person analysis is not as important or prevalent as task and organization analysis for determining training
needs. Answer True S: False

 

Person analysis is not as important or prevalent as task and organization analysis for determining training needs?

False, person analysis is also a component of assessment in identifying training needs suitable for potential participant in a particular task within a firm.

Step-by-step explanation

Training can be defined as systematic and rigorous activities/actions meant to transform attitudes and behavior of specific person by equipping him with the prerequisite skills necessary to perform a particular task. However, training need analysis is the process of identifying the gaps in skills, knowledge, behavior and attitude in order to authenticate the training process. The need analysis is categorized into seven categories namely:

• Organizational analysis; this analyses the organizational structures, designs, strategies, goals and, expectations that necessitate the training process.
• Person analysis; this focuses on the trainer and the trainee involved in the process of training.
• Work/Task analysis; it focuses on the expectations of the job and the requirements such as tools to carry out the tasks or work.
• Performance analysis; analysis whether individual meet the stipulated standards or the goals/objectives of the job.
• Content analysis; establishes whether the procedure, stipulated laws, material and documents used to carry out the training process meet the desired standards.
• Training suitability analysis; identifies whether training is the best alternative to help in addressing the problem.
• Cost-benefit analysis; focus to identifying the return on value of resources in the training program