Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022
TRAINING NEEDS ANALYSIS FOR INDUSTRY USING THE IRWIN GOLDSTEIN
METHOD APPROACH
Mia Kusmiati1.
Sri Sundari2 STIE Yasa Anggana1.
Universitas Pertahanan RI2.
Indonesia1,2 miaaksara@gmail.
com1, sri.
sundari@idu.
ABSTRACT
A good organization is supported by good management and employees who have adequate knowledge and skills in carrying out their functions and duties.
The organization provides a management system that makes it easy for members of the organization to run the system so that organizational performance is easy to control.
Employees with adequate quality and competence are able to bring the organization to a more advanced direction.
They are trained and have the desire to continue to grow and develop into individuals needed by the organization in achieving its goals.
The rapid development of technology and industry today has resulted in many adjustments and system changes in management.
In the new normal era where all work activities have begun to be directed online-based, many organizations carry out training needs analysis in obtaining information on what training is suitable to be held in improving organizational performance.
This study describes the theory of training needs analysis for organizations.
And this study aims to obtain information about what is needed in analyzing training needs for organizations.
The research method used is a qualitative method using a literature review approach.
The results of this study were selected as a training needs analysis tool by using an organizational analysis approach to the strategy of the Irwin Goldstein method which sets 4 indicators, namely: .
organizational goals.
organizational resources.
organizational climate.
environmental constraints.
Keywords: training, organizational strategy.
Irwin Goldstein method
PREFACE
organizations to re-select products and services produced by certain production Every organization needs to have people who are trained and experienced to do the activities that have to be done.
As jobs become more complex, and the importance of employee training in this era continues to When the job is simple, easy to learn, employees don't need to upgrade or change their skills.
However, the rapid changes taking place in an already sophisticated and complex society have processes and offered to the market, as well as identify the types of jobs required and the types of skills required to complete them.
In the rapidly changing world of society, employee training is not only a desirable activity but also an activity an organization must undertake if it is to retain a decent and knowledgeable workforce.
(Sundari, 2.
(Rigby.
S & Ryan, (Sheehan.
Garavan.
, 2.
Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022 (Werner.
, & DeSimore, 2.
The objectives of employee training are as .
To improve Health and Safety: Proper training can help prevent industrial .
To Increase Productivity: An instructor A safer atmosphere leads to a can help employees increase their level of performance on their current duties.
Managerial mental status Improved human performance often will also improve, if supervisors know designed by the company.
Quality:
More knowledgeable workers are less likely to make operational errors.
Quality that they can improve themselves productivity and increased corporate .
To .
Obsolescence Prevention: Training and development programs foster employee initiative and creativity and help improvement may be related to a prevent workforce obsolescence due to company's products or services or refer age, temperament, or one's motivation to an intangible organizational work or inability to adapt to technological .
Meeting Future Needs: Organizations that have a good internal program for development must make changes and adjustments to the workforce that are not too drastic in the event of a sudden .
Personal Growth:
Employees personally benefit individually from Management development programs seem to provide participants change of personnel.
When required, with a broader awareness, expanded organizational vacancies can be easily skills and enlightening philosophy that managed by maintaining adequate is realistic and enables personal growth.
supervisor and managerial employees.
Recently the need for training has emerged for various reasons.
To improve Organizational Climate: An To provide newcomer employees with endless chain of positive reactions the basic knowledge and skills they results from a well-planned training need for intelligent performance of Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
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01 June 2022 certain tasks.
physical disability, from accidents, early retirement, voluntary retirement.
To assist employers to function more effectively in their current position by promotions in organizations and job exposing them to the latest concepts.
Existing employees need refresher developing the skills they need in their courses so that they can keep up with particular field.
the changing methods, techniques.
To build a second line of competent officers and prepare them for positions To absorb new technology of greater responsibility.
in production.
To broaden the minds of senior opportunity to exchange experiences This organizational approach can be done if there is a change in strategic plans or changes in corporate values.
Under these conditions, inside and outside with the aim of training is an important part in forming correcting the narrow view that may competencies and instilling the values desired arise from overspecialization.
by the company.
To provide education to customers to meet the company's training needs, especially those related to the public.
Literature Review Training Needs Analysis In carrying out training, the first and To reduce supervision time, reduce foremost thing is a training needs analysis.
waste and spoilage of raw materials and Analysis of training needs will reflect the actual produce quality products.
situation faced by prospective trainees in To reduce defects and minimize accident rates.
carrying out their duties, when compared to something that is standard.
(Ananta, n.
(Wilson, 2.
To maintain the validity of the organization as a whole and improve the morale of its employees.
Training needs analysis is basically a data collection process used to identify and compare the organization's actual performance level Maintain labor turnover arising from normal situations such as death or .
A training need arises when there Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
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01 June 2022 is a gap between what a person needs to do their job competently and what they actually know.
A "training needs assessment" or "training .
To determine whether training is needs analysis" is a method of determining if there is a training need and if so, what training is needed to fill the gap.
(Sundari, 2.
(Wilson, 2.
The results of the training needs analysis will highlight the subject matter that needs to be covered during the training course.
The knowledge and skills acquired during the training will enhance abilities and enable .
To determine the cause of poor .
Determine the content and scope of the .
To determine the desired training .
To provide a measurement basis participants to perform their jobs at an acceptable level.
A needs assessment can be very simple and clear.
For example, when a new information system is introduced, it is assumed that no one has the knowledge to operate it and training needs are noted.
However, if the organization changes the system, the need may not be so clear.
(Sundari, 2.
By conducting a training needs analysis, organizations can target groups that need to be .
To get management support Needs Assessment Process Assessments can be carried out as detailed and involved as needed.
Factors to consider when considering the level of detail of a training are time, money, number of people involved, criticality of skills, anticipated return on investment, available resources, etc.
(Wiwin Herwina, 2.
trained and hone exactly what training is (Wiwin Herwina, 2.
The comparison of several factors between in-depth and mini-assessment is as follows:
The purpose of conducting a needs (Wilson, 2.
assessment is to prevent a quick fix approach to a business problem.
A properly done training needs analysis will ensure solutions, address Tabel 1: Comparison of Training Needs Assessment real problems and effectively focus appropriate resources, time and effort towards targeted Reasons for conducting a training needs Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
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01 June 2022 Determine who will be judged they need.
(Sundari, 2.
(Rao, 2.
This depends on the purpose and depth of the analysis.
Individual categories may include:
(Wiwin Herwina, 2.
There are three situations in which Tabel 2: Categories of Individuals to be organizations are required to carry out Assessed such an analysis, which are as follows:
Performance Problem, performance where the organization's performance and work standards that have been set.
New systems and technology, relating to the use of computers, procedures or II.
ANALYSIS REQUIREMENT LEVELS
new technologies adopted to improve Needs can exist at one of at least three levels, the company's operational efficiency.
taking into account the organization, the job/task and the individual.
To ensure effective HRD efforts, needs must be measured at every As a result, three types of assessment must be carried out: organizational analysis, task analysis, and people analysis.
Each level of assessment measures various aspects of the Organizational Strategic Analysis suggests where in organizational Automatic and habitual training, related to training that is traditionally carried out based on certain requirements such as legal obligations such as health and safety issues.
(Goldstein, 1.
RESEARCH METHODS The method used in this paper is a qualitative method that uses a library study approach.
While training is needed and under what conditions it the strategic organization analysis method used is will occur.
Task analysis describes what must the Irwin Goldstein method.
be done to do a job or complete a process
RESULTS AND DISCUSSION
People analysis reveals who needs to be trained, and what kind of training Production requirements and finalizes manpower plans with the personnel department Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
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01 June 2022 which in turn arranges recruitment and how things can be (Pawar.
Avinash.
Kusmiati, effectively in other areas.
Areas where Mia & Suryaningprang, 2.
The objectives are not being met should be Organizational further examined and targeted for HRD Strategic Analysis suggests the following, where in the or management efforts.
organization training will be required Organizational Resources:
and under what conditions it will Analysis of organizational needs requires a broad view or Auwhole systemAy of the organization and what it is trying to achieve.
Organizational characteristics studied may include goals and objectives, reward systems, planning systems, delegation and control systems, and communication According to Irwin Goldstein, the components of organizational analysis are as follows (Goldstein.
Awareness of organizational resources is very useful in determining HRD Obviously, the amount of money available is an important HRD addition, knowledge of resources such as facilities, existing materials and expertise in the organization also affects how HRD is carried out.
For example, if there are no classrooms or organization, scheduling and locating (Sundari, 2.
training programs can be very difficult Organization goals:
and expensive.
In this case, it may be Understanding the organization's goals necessary to use a location within a and strategies provides a starting point hotel, such as a conference center or hotel, or to schedule programs in the The areas where the company cafeteria after hours.
organization is achieving its goals may Organizational Climate:
not require training efforts, but should opportunities for improvement and potential problems are identified early Effective areas can be used as models, and as a source of ideas on The climate in the organization is an important factor in the success of the training program.
If the climate is not conducive to programme, design and implementation, the program will be Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
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01 June 2022 For example, if the manager Thomas raised awareness of this and the employee do not trust each organizations responded by offering participate fully and freely in the workshops to educate managers and Similarly.
Many problems exist between senior and harassment is and how it should be middle management, as has happened Knowledge of the legal in many organizations during recent issues in question can ensure that HRD downsizing and restructuring efforts, efforts are appropriate and will not middle managers may resist or not become a source of trouble.
For fully cooperate in training efforts, example, the goal of equal employment middle managers may not resist or not opportunity should be considered when fully work.
operating in a determining how people will be training effort seriously reduces the assigned to a training programme, effectiveness of training.
Research prerequisite for entering a particular organization's training climate will Similarly, economic issues affect whether employees use the skills such as increased competition can also they acquired in the training program on the job.
Environmental Constraints:
decides to reduce staff as part of a cost- cutting program, training may be Environmental needed to ensure that the retained legal, social, political and economic employees will be able to perform the problems faced by organizations.
The demand for certain types of training laid-off (Sundari, 2.
(Hariyono & programs can be affected by this Widyaiswara BDK Surabaya, n.
For example, in late 1991, allegations of sexual harassment made by Anita Hill Senate Court manager is to analyze the training Clarence confirmation hearing for Supreme Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
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01 June 2022 needs in the industry and to design worker training so that it will motivate desired end result of the training? Are workers to achieve higher productivity.
(Pawar.
Avinash.
Kusmiati.
Mia & participant behavior and also model Suryaningprang, appropriate behavior? Market expansion and product innovation are demands in the industrial world, so the for the behavior learned? especially at the production level as an Will trainees be rewarded at work Is training used as a way to resolve effort to improve performance and organizational problems or conflicts that actually require other types of (Kristina.
Organizational analysis depends on the particular Is top management willing to Irwin Goldstein provides provide the necessary resources to a list of questions to ask during an organizational needs analysis, which workflow while individuals are being issues (Sundari, 2.
(Goldstein.
Are organizational goals that should be translated into training objectives or Are the various levels in the organization committed to the training Have different levels or units of participants in the organization been involved in program development, starting with an assessment of the Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
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01 June 2022 Tabel 3 Data Sources for Organizational Needs Analysis more volatile and competition intensifies.
This assessment stage of the organizational training process.
A training needs analysis at the organizational level asks these questions:
where in the organization is there a need for training/HRD? Under what conditions will it be done? And how is training linked to and Organizational focuses on organizational goals and their effectiveness in achieving those goals, organizational resources, training climate and environmental constraints.
The purpose of organizational analysis is to understand what the organization is achieving, where training may be needed to increase its effectiveness and what potential barriers exist to training The limitation of this paper is that it only CONCLUSIONS AND SUGGESTIONS analyzes the needs of the organization, it is not A complete organizational analysis is not carried out at the operational or individual possible on a regular basis, as resource and time level, which ideally should be carried out at constraints often make this difficult.
At the very three levels: organizational, operational and least, managers and HR professionals should The writer's suggestion for other writers is environment, objectives, and effectiveness by to conduct a different and broader analysis of leveraging the information the organization has training needs analysis, namely the analysis is This responsibility is increasingly carried out at the operational and individual expected of all managers and supervisors .
nd many employee.
as the environment becomes Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022
BIBLIOGRAPHY