What role can a training needs analysis play in organisational change? / [Thesis]

Hdl Handle:
http://hdl.handle.net/10147/121586
Title:
What role can a training needs analysis play in organisational change? / [Thesis]
Other Titles:
Thesis completed as part of an MSc in Training and Human Resource Management
Authors:
Reed, Jackie
Affiliation:
Health Service Executive (HSE)
Issue Date:
2003
URI:
http://hdl.handle.net/10147/121586
Item Type:
Thesis
Language:
en
Description:
This research set out to examine how the process for developing a training needs analysis tool could influence organisational change. In addition consideration was given to how the training needs analysis process can help get people on board with organisational change and be a change intervention in itself. The organisation that is the subject of this research is a large, complex health system which is in transition from a traditional bureaucratic, hierarchy with a command and control management style to a more participative, people centred approach. The organisation is operating in an environment of almost constant change with major national restructuring of the health services expected imminently. A processual, organisation development, action research based approach to the development of a training needs analysis process was taken in the study so that the changes desired in the organisation could be modelled in the first instance and secondly, in order to learn and understand more about what works and does not in order to continuously develop and progress the change agenda. In order to do this a parallel structure was established through which to progress the process which was tracked in an action research process. In addition, a series of interviews were conducted with top and senior management in order to ascertain their views about the process, its necessity, roles in relation to it, its potential benefits and how to introduce the process across the organisation. The research is reported in the format of an action research approach case study. The term learning and development needs analysis was adopted during the course of the study rather than training needs analysis. This was part of a strategy to broaden the focus of training and development in the organisation beyond the traditional training course.
Keywords:
RESEARCH; ORGANISATIONAL CHANGE; EDUCATION AND TRAINING; EDUCATION
Local subject classification:
TRAINING NEEDS ANALYSIS

Full metadata record

DC FieldValue Language
dc.contributor.authorReed, Jackieen
dc.date.accessioned2011-02-10T11:19:48Z-
dc.date.available2011-02-10T11:19:48Z-
dc.date.issued2003-
dc.identifier.urihttp://hdl.handle.net/10147/121586-
dc.descriptionThis research set out to examine how the process for developing a training needs analysis tool could influence organisational change. In addition consideration was given to how the training needs analysis process can help get people on board with organisational change and be a change intervention in itself. The organisation that is the subject of this research is a large, complex health system which is in transition from a traditional bureaucratic, hierarchy with a command and control management style to a more participative, people centred approach. The organisation is operating in an environment of almost constant change with major national restructuring of the health services expected imminently. A processual, organisation development, action research based approach to the development of a training needs analysis process was taken in the study so that the changes desired in the organisation could be modelled in the first instance and secondly, in order to learn and understand more about what works and does not in order to continuously develop and progress the change agenda. In order to do this a parallel structure was established through which to progress the process which was tracked in an action research process. In addition, a series of interviews were conducted with top and senior management in order to ascertain their views about the process, its necessity, roles in relation to it, its potential benefits and how to introduce the process across the organisation. The research is reported in the format of an action research approach case study. The term learning and development needs analysis was adopted during the course of the study rather than training needs analysis. This was part of a strategy to broaden the focus of training and development in the organisation beyond the traditional training course.en
dc.language.isoenen
dc.subjectRESEARCHen
dc.subjectORGANISATIONAL CHANGEen
dc.subjectEDUCATION AND TRAININGen
dc.subjectEDUCATIONen
dc.subject.otherTRAINING NEEDS ANALYSISen
dc.titleWhat role can a training needs analysis play in organisational change? / [Thesis]en
dc.title.alternativeThesis completed as part of an MSc in Training and Human Resource Managementen
dc.typeThesisen
dc.contributor.departmentHealth Service Executive (HSE)en
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