There are many methods for identifying the learning needs. But here I will suggest you job analysis method. Job analysis, as described below, can be i

There are many methods for identifying the learning needs. But here I will suggest you job analysis method. Job analysis, as described below, can be immensely helpful in determining the training needs in case where deficiency in performance is the reason for the training or the programme is the targeted to a particular category of the functionaries, or it aims to cover a specific training area. A realistic and systematic appraisal of training needs involves the following steps:o Break up the functions and responsibilities into specific, practical tasks or activities.o Classify these tasks/ activities on the basis of their relative importance to the nature of the job and the position. For doing this, proceed as follows: Prepare separate listing of the core tasks that are crucial to the job; those which could be deemed as secondary or supportive tasks, and those which are peripheral in nature and do not require special skill. Find out the frequency of a task-daily, weekly or monthly. This could provide a clue to the relative importance of a particular task-to the overall functions. You could analyse the task/activities from another angle. Tasks that are performed directly by the nominated participants; those which are carried out by other colleagues (or subordinates) but the incumbent has the supervisory responsibility; and those which are performed as a team and she does not have a direct responsibility, need to be listed separately. After the above process is completed, it is possible for you to compute a priority listing of the tasks/activities that the nominee is expected to carry out in discharge of her function. These tasks/activities now need to be matched to requirements in terms of knowledge, skills/competencies and attitudes or values. This exercise should be carried out for all priority tasks/activities. At the end of this, we will have a catalogue of knowledge, skills and attitudes required for effective performance of the job. These are. In substance, the training needs for that particular job. To her supplement requirement could be added. Example:The following example, taken from an NGO working in India is the area of community health, will further explains the process involved inn the job analysis exercise: Job title: Community Health Worker Function: Conduct a baseline surveyMobilise the communityProvide service to young couples, pregnant women and infantsReferrals to other public health centres/sub centres for clinical servicesKeep proper records of all services and submit monthly reports to health supervisor
Functions
Task/job analysis
Requirements
In must, however, be pointed out that training needs with regard to attitudes and behaviour of the participants will not be explicitly reflected in the information produced by this instrument. In all cases, you will be required to have a though look at the data and interpret them in a manner that reveals some clues about the attitudes and values that are crucial to the performance of the job. It is then up to you and your colleagues to decide in what form those could be included in the programme and determine the approach you should follow transmitting them to the participants. Steps in identifying learning needs:
1. Task or job analysis: What peoples should do
2. Trainee analysis: Knowledge, skills and attitude person possess
3. Identify the gaps: Compare the results of 1 and 2.
4. Priorities the learning needs