Training Need Analysis
European Journal of Scientific Research ISSN 1450-216X Vol.37 No.3 (2009), pp.351-360 © EuroJournals Publishing, Inc. 2009 http://www.eurojournals.com/ejsr.htm
Training Needs Assessment and Analysis: A Case of Malaysian Manufacturing Firms
Haslinda Abdullah Faculty of Economics and Management 43400 Selangor, University Putra Malaysia E-mail: hba@putra.upm.edu.my; drhaslinda@gmail.com Abstract This paper aims to investigate the extent to which participating organisations have carried out needs analysis in accordance with their objectives and projected growth. The four areas that will be examined include: first, the proportions of organisations that have performed HRD needs analysis and the frequencies at which these needs analyses were conducted; second, approaches used in identifying HRD needs; third, the levels in needs analysis and; fourth, methods used in analysing HRD needs. A combination of quantitative and qualitative research methods was employed. Survey data was obtained from 365 HRD practitioners and supplemented with interview results from 36 HRD practitioners in manufacturing firms in Malaysia. Training needs assessments in the manufacturing firms are found to be generally performed informally through observations. Size of firms had an effect on the way training needs is being assessed and analysed. The absence of needs assessment and analysis is due to lack of expertise and it is irrespective of the size of firms. The results of this study were obtained from HRD practitioners’ perspective. Caution is advised when generalizing the results, as the employees’ stance was not obtained. This study contributes to HRD practice in several ways. First, it conforms that HRD practitioners do recognize the importance and power of effective needs assessments in helping them plan and strategize for effective HRD activities. Second, it observes a lack of effective resources to help HRD practitioners in conducting needs assessment. Most of the studies on HRD and
Training Needs Assessment and Analysis: A Case of Malaysian Manufacturing Firms
Haslinda Abdullah Faculty of Economics and Management 43400 Selangor, University Putra Malaysia E-mail: hba@putra.upm.edu.my; drhaslinda@gmail.com Abstract This paper aims to investigate the extent to which participating organisations have carried out needs analysis in accordance with their objectives and projected growth. The four areas that will be examined include: first, the proportions of organisations that have performed HRD needs analysis and the frequencies at which these needs analyses were conducted; second, approaches used in identifying HRD needs; third, the levels in needs analysis and; fourth, methods used in analysing HRD needs. A combination of quantitative and qualitative research methods was employed. Survey data was obtained from 365 HRD practitioners and supplemented with interview results from 36 HRD practitioners in manufacturing firms in Malaysia. Training needs assessments in the manufacturing firms are found to be generally performed informally through observations. Size of firms had an effect on the way training needs is being assessed and analysed. The absence of needs assessment and analysis is due to lack of expertise and it is irrespective of the size of firms. The results of this study were obtained from HRD practitioners’ perspective. Caution is advised when generalizing the results, as the employees’ stance was not obtained. This study contributes to HRD practice in several ways. First, it conforms that HRD practitioners do recognize the importance and power of effective needs assessments in helping them plan and strategize for effective HRD activities. Second, it observes a lack of effective resources to help HRD practitioners in conducting needs assessment. Most of the studies on HRD and