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A systemic and strategic approach for training needs analysis for the International Bank

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  • Cotes, Jorge
  • Ugarte, Sebastian M.

Abstract

The Training Needs Analysis (TNA) process is essential for identifying issues with organizational and individual performance and their possible causes. Previous TNA theoretical models tend to be limited when it comes to considering factors that affect performance, but cannot be addressed through training and are not clear on how to combine the “big data” of HRM. They also propose data collection methods that are limited in coverage and time-demanding. This research takes a case study approach that seeks to explain how this procedure is carried out at the International Bank. It challenges the extent to which the TNA is aligned with the organization's objectives and people's performance. As a result, this research proposes an improved and comprehensive TNA model, which places strategic goals instead of competence analysis at the core of the TNA to close performance gaps. The new TNA process takes a data analytics approach from several Human Resource Management (HRM) processes to improve the connection between training needs and business priorities with optimal organizational performance. Additionally, the in-depth performance and competence data analytics review proposes a flowchart of other personnel development processes that are oftentimes wrongly achieved through training.

Suggested Citation

  • Cotes, Jorge & Ugarte, Sebastian M., 2021. "A systemic and strategic approach for training needs analysis for the International Bank," Journal of Business Research, Elsevier, vol. 127(C), pages 464-473.
    • Handle: RePEc:eee:jbrese:v:127:y:2021:i:c:p:464-473
    DOI: 10.1016/j.jbusres.2019.05.002
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    References listed on IDEAS

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    1. Aharon Tziner & Assa Birati, 2015. "Assessing the Financial Value of Human Resource Management Programs and Employee Behaviors: A Critical Tool Still Coming of Age," The AMFITEATRU ECONOMIC journal, Academy of Economic Studies - Bucharest, Romania, vol. 17(S9), pages 1259-1259, November.
    2. Shah, Naimatullah & Irani, Zahir & Sharif, Amir M., 2017. "Big data in an HR context: Exploring organizational change readiness, employee attitudes and behaviors," Journal of Business Research, Elsevier, vol. 70(C), pages 366-378.
    3. Aharon Tziner & Assa Birati, 2015. "Assessing the Financial Value of Human Resource Management Programs and Employee Behaviors: A Critical Tool Still Coming of Age," The AMFITEATRU ECONOMIC journal, Academy of Economic Studies - Bucharest, Romania, vol. 17(Special 9), pages 1259-1259, November.
    4. Lee, Yi-Fang & Altschuld, James W. & White, Jeffry L., 2007. "Problems in needs assessment data: Discrepancy analysis," Evaluation and Program Planning, Elsevier, vol. 30(3), pages 258-266, August.
    5. Paul Langley, 2016. "Crowdfunding in the United Kingdom: A Cultural Economy," Economic Geography, Taylor & Francis Journals, vol. 92(3), pages 301-321, July.
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