PROACTIVE TNA ‡ The proactive TNA focuses on future HR requirements. ‡ The proactive TNA starts with anticipating the expected changes in the future and the analyst attempts to balance the organization's current needs and future expectations. .

it is important that the TNA identify the changes that are expected based on strategic objectives. ‡ Information is then provided on employees readiness to fill the position if it becomes vacant. . ‡ When preparing employees for changes in their current jobs. ‡ To identify key positions in the organizations. ‡ It starts in the form of succession planning.Procedures ‡ Prepare employees for promotions/transfers to different jobs. ‡ Prepare employees for changes in their current jobs.

The analyst tries to determine the best fit btw the organization s current internal environment(structures.procedures) ‡ and the future expectations .policies.Organizational Analysis ‡ The proactive approach starts with the strategic plan and objective.

‡ In the way of data collection. collect information about the future . ‡ Where they identify the skill and knowledge requirements of a job as it is expected to exist in the future. After collecting the relevant data. economic policies. and technological progress.the analysts look at values.Operational Analysis ‡ It conduct as a strategic job analysis. political issues and market trends. tasks are revised based on the expected changes. The information is then further used to determine future training needs .

.Personal Analysis ‡ Assessment of the person and the information presented earlier on person analysis is applicable.

Organizational analysis ‡ Task analysis and Personal analysis.becoz of the following reasons. ‡ But the distinction between them is not clear cut. This begins with the identification of discrepancies in job performance. . ‡ Patterns. The organization intervenes after due consideration once the discrepancies have been identified.Reactive Training Needs Identification ‡ Reactive training needs assessment focuses on the existing issues in job performance.

‡ The approach has very narrow focuses as it primarily focuses on one department. ‡ The issues are related to one particular task of a specific job . ‡ Only those who display discrepancies are the ones who are interviewed.

Conclusion ‡ Two different training need assessments. ‡ This difference raises the issues of the suitability of each approach to an organization ‡ Reactive in responding to immediate changes and proactive in anticipating future changes. .

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