HRDNI Case Study

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1. Introduction The conventional approach of training needs assessment (TNA) has considered training as the only solution and ignored non- training issues. Over time, the concept of TNA has revealed a two-fold benefit to organisations. Businesses have changed their view of TNA, and today TNA and HDRNI is seen as an important business strategy that can prepare the organisations human resources for and make them compatible with unavoidable change and opportunities (Iqbal & Khan 2011). The first stage of HRDNI involves analysis and assessment the organisations HRD needs. Further research needs to be conducted to identify appropriate strategies, programs and also delivery methods to be used. The investigation forms the basis for the HRDNI. The …show more content…

It is recognised within the majority of large organisations the importance of having and fostering the HRDNI process. The point of a HRDNI is to consider what is working well, what needs improving, what content needs to be covered, and any examples of bad practice. For the HRDNI process to be effective, it has to meet several objectives, including integrated into the strategic plan, estimate the human resource demand, estimate the current supply, determine any discrepancy between the two estimates (Gatewood & Rockmore …show more content…

2013). The successful performance of an organisation depends upon the quality of their human resources and how HR is used to further the organisations strategic plan (Mohammed et al. 2013). It is recognised that the quality of an organisations human resources depends upon the extent of knowledge that they have acquired through training and education as well as their motivational level (Mohammed et al. 2013). Staff that is well trained, offered professional development opportunities and a career path have an emotional reason to stay with the company long term, thus allowing the organisation to recoup the money that has been invested in training. RNC staff historically have not been provided with training for their roles or offered professional development. This has meant that the organisation has not managed to attract skilled employees. Instead employees have been put into their roles with no training or support which has seen the organisation suffer with a reduction in community members attending the centre and not meeting their funding agreement. A review of the HRDNI for RNC will identify areas that require improvement as well as forming a useful tool to be used in conjunction with their strategic plan. Delahaye (2011) says that despite the importance of a needs analysis, many organisations do not perform them as frequently or as thoroughly as they should. A needs analysis is

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