TITLE ASSIGNMENT: Explain how to Identify Training Needs in organization and choose one method. Discuss the role of INTAN (InstitutTadbir Negara) in handling training and needs to the public officer.




we want to say thanks to our Human Resources Management subject’s lecturer. PuanZarinabintiMohdZain that guided us on this assignment. we want to wish many thanks to our parents and friends that give us their support and motivation during the assignment. We would like to express our appreciation and thanks to all of them. . A many thanks again to all that contribute in doing this assignment. to our classmates that have work really hard to make sure this assignment can be done. Firstly.ACKNOWLEDGEMENT We have taken effort in this assignment and it is impossible to complete without the kind support and help of many individuals. Next. Last but not least.


In human resource managements. This will built a more efficient. The function was initially dominated by transactional work such as payroll and benefits administration. knowledge and skills of employees in a direction that will achieved organization goals while Development is learning that goes beyond todays job which consist a more long term focus (Nadler. Research has shown a specific benefit that an organization receives from training and developing its workers including the increase of productivity. . succession planning. HR now focuses on strategic initiatives like mergers and acquisitions. which enhances the company’s competitive position and improves employee morale. when researches began documenting ways of creating business value through the strategic management of the workforce. there is Training and Development. increases efficiency resulting in financial gains. It is an important part of HRM activities. It is responsible for the attraction. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement.01. and diversity and inclusion. selecting. and rewarding of employees. assessment. The expansion of the human resource into a new program would be ensured adequately. 1984). or human resources. but due to globalization. industrial and labor relations. improvement performance on the job given etc. HR is a product of the human relations movement of the early 20th century. Training is a systematic process of altering the behavior. training. HR will typically serve as the company’s primary liaison with the employees’ representatives.0 INTRODUCTION Human resource management (HRM or HR) is the management of an organization’s workforce. effective and highly motivated team. Reasons for emphasizing the need for training and development of personnel include creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization and enhancing the company’s ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. technological advancement and further research.

knowledge. and provide quality products and services. show them how to use your telephone system. The actual situation may refer to job performance.0 IDENTIFYING TRAINING NEEDS A training needs analysis should be carried out before any action is taken to organize a training programme. 2012). skills. 2003). The companies may need to carry out essential training to enable employees to fulfil their roles. A training need as the gap between an actual situation and the desired situation (Ho.Once the basics have been covered. the companies may wish to develop the staff further and identify their specific training needs. When a difference exists.2. or attitudes. In fact. 2012) All employees will need some basic skills. A course participant with the negative feelings towards the programme may become disruptive. For example. A needs assessment is the process of identifying the "gap" between performance required and current performance. . A complete needs assessment also considers the consequences for ignoring the gaps (Mondy. The assessment should address resources needed to fulfil organizational mission. Without a clear answer for which type of workers need training or part that lacks that need to be trained will be given as an end to itself. it explores the causes and reasons for the gap and methods for closing or eliminating the gap. when training is given to employees who are not in need of it. or provide them with the basic health and safety training.An effective training needs assessment will help direct resources to areas of greatest demand. there is a very real danger of increasing frustration on the part of worker. improve productivity. behaviour. uncooperative and generally demotivating to others attending the same course (Mondy.

e-learning. the type of training for the staff must be suited for their needs. distance learning. potentially introduced by the new direction of an agency. study leave. Organizational assessment takes into consideration various additional factors. coaching.The results of the needs assessment allows the training manager to set the training objectives by answering two very basic questions: what needs to be done. Occupational assessment identifies how and which occupational discrepancies or gaps exist. and abilities an agency needs. Occupational assessment examines the skills. technology. it is more likely that an accurate identification of whom. knowledge. . and the staff might needs to be tailored forthe right training course to the right person to produce the desired outcomes. It also examines new ways to do work that can eliminate the discrepancies or gaps. Once the training staffs have been identified. Individual assessment analyses how well an individual employee is doing a job and determines the individual's capacity to do new or different work. external course. and the economy. political trends. It determines what is required to alleviate the problems and weaknesses of the agency as well as to enhance strengths and competencies. People learn in different ways. including in-house training. knowledge. if anyone. An assessment of this type will determine what skills. and abilities required for affected occupational groups. Individual assessment provides information on which employees need training and what kind. needs training and what training is needed.There are three levels of a training needs assessment: Organizational assessment evaluates the level of organizational performance. networking seminars and etc.There are numerous training methods that you can use. including changing demographics. especially for Mission Critical Occupation's (MCO). and why is it not being done now? Then.

and it is virtually never the only solution. These interventions also are needed if training is to result in sustained new behaviours needed to achieve new performance levels. providing a supportive work environment. or an entire organization. an occupation.Sometimes training is not the best solution. and checking job fit. . such as communicating expectations. for an individual. Some performance gaps can be reduced or eliminated through other management solutions.

1 ONE OF THE JOBS METHOD : ON THE JOB TRAINING There are five method of training and development. as evinced by the practice of apprenticeship during the Middle Ages when master craftsmen passed on skills and knowledge to novices who worked along side them ( Hoffman. Second is job rotation where employees move from one job to another to broaden experience. internship method that to integrate theory with practice and the fourth is apprenticeship training that combines classroom instruction with on the job training. On-the-job training focuses on the acquisition of skills within the work environment generally under normal working conditions. though the most widely studied training programs are those sponsored by federal legislation. Numerous studies indicate that it is the most effective form of job training. workers acquire both general skills that they can transfer from one job to another and specific skills that are unique to a particular job. On the job training is the oldest form of training. In this sense. usually a supervisor or an experienced employee passing knowledge and skills on to a novice employee.2. Third. Lastly is the method that we chose is on the job training where informal training and development method that permits an employee to learn job tasks by actually performing them. demonstration and observation. 2009) On-the-job training is still the predominant form of job training in the United States. Through on-the-job training. The largest share of on-the-job training is provided by the private sector. On-the-job training programs range from formal training with company supervisors to learning by watching. the on-the-job training process involves one employee. In addition. the most formal types of on-the-job training are distinct from classroom training largely in . First. and hands-on practice and imitation. Prior to the advent of off-site training classrooms. role playing method where participants are required to respond to specific problems they may encounter in their jobs by acting out real world situations. the only practical way of learning a job was working along side an experienced worker in a particular trade or profession. Onthe-job training typically includes verbal and written instruction. particularly for non-managerial employees.

Kazanas in Improving On-the-Job Training. and that new workers may make expensive mistakes. Two different types of on-the-job training are frequently distinguished in the professional literature: structured (planned) and unstructured (unplanned).g. The new workers largely learn by trial and error with feedback and suggestions from experienced workers or supervisors. Hence. In the face of increased international competition and the more widespread use of computers in production processes. who based the program on the ideas of the . unstructured on-the-job training often fails to impart needed skills fully or consistently. according to William J. Unstructured is the most common kind and refers to loose on-the-job training programs that largely involve a novice employee working with an experienced employee. who serves as a guide or mentor in an observe-and-imitate training process. Consequently. One of the first structured on-the-job training programs was launched during World War I in the shipbuilding industry by Charles "Skipper" R. manufacturing products). Unstructured training is designed based on work requirements (e. that productivity of experienced workers assigned to train new workers may decrease during the training period.g. the specific skills needed to manufacture products). Rothwell and H. 2009). because experienced employees sometimes are unable to articulate clearly the proper methods for performing a job and they sometimes use different training methods each time train new workers. structured on-the-job training involves a program designed to teach new workers what they must know and do in order to complete their tasks successfully.C.that they take place within the firm. Allen. In contrast. On-the-job training represents a significant investment considering that roughly 30 per cent of a new worker's time is spent in onthe-job training during the first 90 days of employment. not on imparting job skilled needed by new workers (e. the implementation of more formal and sophisticated kinds of on-the-job training has become a critical issue for firms in the United States (Hoffman. it behoves companies to design and implement systematic training programs.

application. 2.psychologist Johann Friedrich Herbart. inspection.2 NATIONALINSTITUTEOF PUBLIC ADMINISTRATION (INTAN) . presentation. Allen sought to make training more efficient by having trainees undergo four steps: Preparation.

office management and local government administration. The Sarawak Campus in Kuching. Johor. INTAN’s main campus is located at Bukit Kiara Kuala Lumpur was officially opened in 1984 and INTAN Jalan Elmu then became the Central Regional Campus (INTENGAH) in 1998 (Negara Kita. The realisation to provide formal training to government officers has led to the official setting up of the National Institute of Public Administration (INTAN) at Jalan Elmu in June 1972 (Negara Kita. Kedah. Sabah was set up in 2001. Terengganu and the Southern Regional Campus (IKWAS) in Kluang. Rapid expansion of INTAN’s training in 1980s resulted in the establishment of several branch campuses in 1983 which include the Northern Regional Campus (INTURA) in Sungai Petani. Sarawak was established in 1999 while the Sabah Campus in Kota Kinabalu. It began as a modest training centre at Port Dickson in September 1959 and known then as the Staff Training Centre. the Eastern Regional Campus (INTIM) in Kemaman. financial administration. Norbert Kis. Increasing demand for INTAN’s training programmes then necessitated the establishment of two other regional campuses. 1983). 1983). Knowledge base for a Professional Public Administration ( Dr. This centre provided training to officers on land administration. Malaysia. 1995 ) . The mission of the Institute is to serve the renewal of the public administration’s professional and human resources policy.The National Institute of Public Administration (INTAN) is the training arm of the Public Service Department.

professional and ethical as well as officers who are quick to respond to meet the needs of the people. provide services related to the selection process of civil servants. strengthening of skills and empowering the knowledge of public servants and to carry out research.2. in addition to driving the institution to provide quality learning for the public sector to develop its human capital (Negara Kita. 1983). consultancy and publication activities to equip public servants with skills.3 ROLES OF NATIONAL INSTITUTE OF PUBLIC ADMINISTRATION There are many roles of INTAN can be found which is to carry out training that is focused on developing attitude. human resources development trainings. It functions as well as recruitment and selection centre for the bodies of public administration including recruitment data-base management. performs tasks relating to the System of Human Resources Network. Activities building on free capacity of the Institute relate to participation at educational and training programs with regard to the interest of good governance. coordinates the Young civil servant together with other public administration internship programs. It gives a direction to INTAN towards becoming a premier public sector learning institution. It establishes the criteria for public servants activities evaluation and it creates and organizes its own database. competitive and entrepreneurial (creative and innovative) to execute their duties efficiently. to assist in the successful implementation of programmes. participation in the conduct of international public administration leadership. Thus. ability and constructive thinking. INTAN‘s Commitment enforce to create public servants who are dynamic. The plan is designed to realise the philosophy of the Public Service Department as a leader in transforming the public sector that is to produce civil servants who are competent. they are revising their own plan which be named as INTAN’s Strategic Plan. supports the human resources activities in the central public administration by providing instructions and methodological references. 1983). . progressive. policies and the national agenda and to spearhead the public sector’s learning (Negara Kita.

As a governmental back office guarantees a constant professional background to the development of public administration. . The National Institute of Public Administration serves as a managing agent in the establishment of the University for Civil Service. ensures active partnership with national and international universities and academic research centres. as a sub-unit of the organization ensures institutional frames of the professional further training and the examination system of public administration. The main aim of National Institute of Public Administration's is to respond to the challenges of the dramatically shifting role of the public sector. The Public Administration Academy building up on The National Institute of Public Administration’s knowledge based mainstream. which is due to a variety of global crisis and changes.

. there are many ways of conducting the training. This process is crucial for an organization to increase the output of employee. the organization needs reliable employees as their pillars.0 CONCLUSION All in all. They need to have great employees to achieve their goals.3. Not only that. Training and Development is a necessary thing and is a must in any organizations in recruiting maintainingemployees performance. It enables the organization to choose the right person for the job with a good background. right qualifications and promising performance. It enables the organization to obtain rightly qualified employee and making the recruitment process easier.

R. Pearson Education.Butterworth-Heinemann: Elsevier Sciences Linacre House. (1983) Kuala Lumpur:JabatanPercetakan Negara.com/Recuiting-Interview-Selecting-Orienting-NewEmployees/Diane-Arthur/e/9790814420249?workid=1100895175 . T. (2002). Cambridge. http://tutor2u. A & Stephen. Negara Kita :Sejarah. David. (1988). Prentice Hall publisher.jobdescription. PentadbirandanDasar-Dasar Pembangunan / InstitutTadbiranAwam Negara.Managing People.net/business/people/recuitment.(Twelfth Edition) London.barnesandnoble.REFERENCES Andrew. Wayne & Bandy Mondy. P.(2012) Human Resources management.asp http://search.Personal / Human Resources Management.

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