Proactive Approach and reactive approach

PROACTIVE AND REACTIVE APPROACH 1

Proactive Approachand reactive approach

Training needs analysis refers to an approach employed byorganizations to determine the actions that have the capability ofproducing optimum levels of employees’ performance(Reed, 2013).&nbspA TNA may be executed on an individual or at the departmental level.Sometimes, a TNA may be performed on the entire workforce with thegoal of finding remedies to any challenge that may be identified.

A proactive approach to training needs analysis entails the strategicand carefully planned performance evaluation conducted with nospecific problem in mind. It is best to use a proactive approach toTNA when there exists no definite problem to the organization’sperformance. The proactive approach is the best because it is futureoriented. The training offered under this approach considers thefuture changes and the anticipated trends in the industry (Arshad,et al., 2015). Additionally, a proactive approach helpsto develop the existing strengths while at the same time encouragingemployees to improve the quality of their skills to enhance theircontributions to the organization. According to Niazi(2011), a proactive approach to TNA seeks to align allthe learning activities with the organization`s business strategy,and its focus is on improving competencies.

On the other hand, the reactive approach to training needs analysisoccurs as a response to a definite problem. For example, if themanagement detects a problem with an individual employee’sperformance, the reactive TNA is employed to correct the pinpointedchallenge. According toArshad, et al., (2015), the reactive approach to TNAhas encountered extensive criticism because of its failure to linkthe worker’s training needs with the organization’s strategicobjectives. Additionally, Arshad,et al., (2015) argue that the reactive approach failsto consider the requirements and the needs perceived as important inmaintaining the competitiveness and survival of the organization.

References

Arshad, M.A., bin Mohamad Yusof, A. N., Mahmood, A., Ahmed, A., &amp Akhtar,S. (2015). A Study on Training Needs Analysis (TNA) Process amongManufacturing Companies Registered with Pembangunan Sumber ManusiaBerhad (PSMB) at Bayan Lepas Area, Penang, Malaysia.MediterraneanJournal of Social Sciences,&nbsp6(4),670.

Niazi, B. R.A. S. (2011). Training and development strategy and its role inorganizational performance.&nbspJournalof public Administration and Governance,&nbsp1(2),42-57.

Reed, J.(2013).&nbspWhatrole can a training needs analysis play in organizationalchange?/[Thesis]&nbsp(Doctoraldissertation).