Get yourself trained on How to Conduct with this Online Training How to Conduct a Needs Analysis: The Basics.
Online Training How to Conduct a Needs Analysis: The Basics
** ACCORDING TO DYNAMIC WORKFORCE SOLUTIONS: “Conducting aneeds analysis is a critical activity for the training and development of employees and/or clients. Whether you are a human resource generalist or a training specialist, you should be adept at performing a training needs analysis.”** SPECIAL FREE BONUS** NEEDSANALYSIS WORKBOOKINCLUDED. In order to further improve the student experience, there is a free download of an Excel workbook packed with activities and ready to use models. This helps ensure everything is even easier to understand & even more fun and engaging! **Are you ready to identify and remedyinefficiency gaps and improve the knowledge base in your organization?In this course, you will learn a four step process to analyze an organization’s personnelperformance, test production efficiency, conduct a skills audit and execute a training programwith razor sharp precision.This course covers important topics such as organizational surveillance, investigation, analysis and report writing.You will learn or remind yourself of these concepts that will help make you more successful!The contents of this course are all based on my work experience as a Policy Analyst in The Office of the Presidency of South Africa, founder of Grow2Lead, a leadership and non-profit organization in South Africa and a Data Associate for a leading Education nonprofit in New York City. I received a PhD from Texas A&M University and a Master’s degree in Public Administration from the Bush School of Government. This course ties together both my theoretical knowledge and practical experience in a dynamic, practical and applicable way.—————————————————————————-Students of this course will enjoy learning from an instructor who is committed to practical application, passionate aboutsupportingstudents through additional resources and continually updating this course with the latest tools.This course will result in you being able to conduct a Basic Needs Analysis by the end.What are the requirements?Come ready to learn :)What am I going to get from this course?Join a global community of students!Superb reviews!Identify and rectifyyour organizational inefficiencies!Design a powerful training program to improve your organization’s knowledge base!Who is the target audience?Managers or Program Evaluators interested in improving organizational performance.
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As a society, we spend hundreds of billions of dollars measuring the return on our financial assets. Yet, at the same time, we still haven’t found convincing ways of measuring the return on our investments in developing people.
And I get it: If my bank account pays me 1% a year, I can measure it to the penny. We’ve been collectively trained to expect neat and precise ROI calculations on everything, so when it’s applied to something as seemingly squishy as how effectively people are learning in the workplace, the natural inclination is to throw up our hands and say it can’t be done. But we need to figure this out. In a world where skills beat capital, the winners and losers of the next 30 years will be determined by their ability to attract and develop great talent.
Fortunately, corporate learning & development (L&D), like most business functions, is evolving quickly. We can embrace some level of ambiguity and have rigor when measuring the ROI of learning. It just might look a little different than an M.B.A. would expect to see in an Excel model.