SW 107 Training Processes and Needs Assessment PDF

**SW 107** **PART II: Training Processes and Needs Assessment** *"The full and complete development of a country, the welfare of the world and the cause of peace require the maximum participation of women on equal terms with men in all fields".* **The Harmonized Gender and Development Guidelines*...

**SW 107** **PART II: Training Processes and Needs Assessment** *"The full and complete development of a country, the welfare of the world and the cause of peace require the maximum participation of women on equal terms with men in all fields".* **The Harmonized Gender and Development Guidelines** This set of GAD guidelines subscribes to the idea that development involves the expansion of freedoms and strengthening of capabilities. In this connection, it recognizes that: Equality between women and men is a key women's human right. Participation in development is crucial to the empowerment of women and men. Gender equality means promoting the equal participation of women as agents of economic, social, and political change; and Achieving equality between women and men may involve the introduction of specific measures designed to eliminate prevailing gender inequalities and inequities. **Training Needs Assessment (TNA)** Training needs assessment is the systematic effort that we make to gather opinions and ideas from a variety of sources on performance problems or new systems and technologies." Training needs Analysis A training needs analysis is a systematic approach for determining what training needs to take place. A training needs analysis considers agency/organization's needs; Current competencies; Training methods; Cost; Effectiveness **Why do we Need TNA?** To make sure we are applying the right solution to the problem To identify what learning will be accomplished To identify what changes in behavior and performance are expected To determine the expected economic costs and benefits **Needs Assessment Tools** **1. SWOT ANALYSIS- Strength, Weakness, Opportunities and Threats** Strengths and weaknesses focus on internal factors while opportunities and threats reflect the influences of the external environment affecting the organization or community. **2. STAKEHOLDER ANALYSIS-** this is a method by which people generate insights into the characteristics of individuals and or groups and their respective relationship to a particular resource or project. It tries to identify coping strategies minimize or eliminate negative impacts of activities on stakeholders. **3. PROBLEM TREES AND WEBS**- are diagrammatic presentations of a problem, its causes and effects. These are done after a community has identified and prioritized its problems. **4. RESOURCE MAPPING**- a method of collating and plotting information on the occurrence, distribution, access and use of resources within the economic and cultural domain of a specific community. \` **PROBLEM TREE** A Problem Tree Analysis is a pictorial representation of a problem, its causes and its consequences. This analysis tool helps the project team get a quick glance of how a range of complex issues contribute toward a problem and how this problem branches out into a set of consequences. The trunk is the main problem. The roots represent the causes of the core problem while the branches represent its effects. **SWOT ANALYSIS**  **STAKEHOLDERS ANALYSIS** Stakeholder Analysis - A Stakeholder Analysis is the process of identifying people who are involved with or have influence on or are affected by your community of practice and grouping them according to their levels of participation, interest, and influence in the community. **RESOURCE MAPPING** Resource mapping is a strategy for identifying and analyzing the programs, people, services, and other resources that currently exist in your COMMUNITY. This information can help community leaders better assess its needs and to make informed decisions about where to focus change efforts. **Training Needs Analysis address the following questions** What training is needed and why? Where is training needed? Who needs training? How will training be provided? How much will be the training cost? What will be the impact on business/organization? **Methods of Determining Training Needs-** 1\. Questionnaire surveys 2\. test or examination 3\. personal records 4\. business and production reports 5\. long range organizational planning 6\. observation 7\. management request 8\. interview 9\. group conferences **PART III: Training Techniques and the Roles and Skills of Trainers** **Training Technique** Technology of Participation (Workshop/Action Planning) Meta planning Multi-media/ICT **Requisites of an Effective Community Educator/Trainer** Understanding of how people learn Creative Imagination Well integrated personality Knowledge of the subject matter Ability to communicate ideas clearly Believe in the capacity and pace of the trainees **Roles and Skills of a Community Educator/Trainer** Planning Role Transmit Information Instructor Resource Person Model Role Co-Learner **What is FACILITATION?** Facilitation means making all group interactions easier Facilitation helps groups and organizations identify and resolve difficult issues It provides unique solutions to unique needs It is based on techniques that are only appropriate or inappropriate, not right or wrong Facilitation is based on perception; it is not an exact science **A GOOD FACILITATOR:** Is emphatic Is results- oriented Masters process Is firm on outcome Is flexible on tactics Is energetic Listens actively Is good at non-verbal Involves everyone Pauses and reflects **Characteristics of a Good Facilitator:** Ability to listen Confidence to deal with conflict Ability to communicate Ability to maintain a sense of humor Ability to deal with complex issues simultaneously Ability to hear differing point of views Good arbitration and mediation skills Ability to create a comfortable and safe environment