A MARKET‐LED TRAINING NEEDS ANALYSIS: IS THE TRAINING NEEDS ANALYSIS OUTMODED?

Posits that the traditional methods for analysing training needs are obsolete for companies in “high change” environments. Argues that traditional methods focus on the role requirements of the current job, which assumes a relatively stable organization and environment. Presents a new approach which assesses employee training eeds in relation to the skills needed to cope with their changing environment. Illustrates this by a case study which demonstrates the process. Concludes by providing examples of the type of skills needed to cope with change which can be identified from the method, including: self‐management – negotiating one′s role and priorities; interface management – identifying and dealing with bottlenecks; interdepartmental awareness and co‐ordination; contracting time, costs and quality standards.