11.

Needs Analysis Model

RESPONSIBILITY ACTIVITY
Management Step 1. Awareness of unsatisfied need or a problem
ncy ‘An empty container indicates a need or a problem’, (James, 2000:98) therefore, it is
management’s responsibility to identify the cause of the decreased productivity.

Step 2. Gathering information on how best to the problem

Management has to conduct a research on how to solve the problem in the organisation and
Management put all alternatives together. This can be done by distributing questionnaires to employees to
identify the problem or consulting consultants, experts as well as existing businesses

Management

Step 3. Evaluation of all possible solutions

Management must decide on which alternative is best to solve the problem

Step 4. Decision on the course of action (implementing solution)

Management and Management must then put the chosen alternative into action
Trainers

Management Step 5. Identify the necessity of training

Management must identify if there is a need for training and if YES determine the
underlying costs, trainers and duration for training, if NOT, ensure frequent practice on
workers to keep them up to standard
IF NO IF YES
Management

Needs Costs
Practice to prevent obsolescence Determine
Training Trainers Duration

Step 6. Undergo training

Trainees After identifying the need for training, employees who need
for training must undergo suitable training

Management and Step 7. Performance review

Trainers The last step is to check performance of
employees and make follow ups

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Contents Page

1. Introduction 1
2. Organisational Background 1
Vision 1
Mission 2
2.3 The organisational structure of Justice & Peace. 2
3. Literature review 3
3.1 Brief discussion of the Workplace Skills Plan (WSP) 3
3.2 Brief discussion of the Sector Skills Plan (SSP) 4
3.3 Brief discussion of the Skills Development Act (SDA) 4
3.4 Health Welfare Sector Education and Training Authority
(HWSETA) 6
4. Methods of Investigation 7
4.1 Distribution of Questionnaires to J & P workers 7
4.2 Informal Interviews with some staff members 8
4.3 Personal Observation 9
5. Findings 10
7. Conclusion 13
8 Recommendations 13
10. Skills audit 16
11. Needs analysis model 17
12. References 18

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