Training needs analysis - Assignment Example

“Training needs analysis” Introduction Essentially, the needs assessment is a fundamental aspect of management, which helps inmeasuring or determining the level of competencies and performance of work teams enhances the easier problem solving and promotes proper preparation and response to future change s in organization trends (Goodworth, 67). This paper intends to examine the three types of interviewing techniques. They include informational-based interviewing, behavioural-based interviewing and situational-based interviewing techniques.

Informational-based interviewing technique This technique involves the following steps Situation: This step requires description of the situation or the task to be accomplished. A context is supposed to be set in a concise and informative manner with more concentration on what is perceived to be useful for the interview. Task: This step defines the actual job to be interviewed on. More over this section requires the interviewer to describe a situation of teamwork and ask the candidate on how best he/she can fit in such circumstance.

Action: This step is perceived to be the most significant since demonstration and highlighting skills and personal attributes form the basis of testing. In addition, this step needs one to talk of personal achievement s, strengths and experience. The interviewer is expected to give an example of a situation and the candidate is expected to describe how to handle it either as an individual or as a team (Goodworth, 35). Result: This step requires the interviewer to explain the resultant outcome.

The candidate is required to seize this opportunity to explain the accomplishment in the relevant area of interview. This enhances personalised answers specified on certain skills. Conclusion: The interviewers expect the candidate to ask a few questions relating to the firm and sometimes making final submission. The interviewers are required to inspect the candidate’s integrity, courtesy and aspects of humility and appreciation. Behaviour -based interviewing technique This is one of the most commonly applied techniques in interviews.

It is fundamental aspect is the idea of past performance, which tends to be used in predicting future performance. In essence, the behaviour of the candidate is closely monitored during the interview. The following steps are followed during a behaviour-based interview, Familiarity with the job description and the relevant qualities and skills sought. This step requires the candidate to be well-acquainted with the job requirements and relevant skills. Task: This section requires the interviewer to describe a situation of teamwork and ask the candidate on how best he/she can fit in such circumstance.

Action: This step requires the candidate to demonstrate and highlight skills and personal attributes which form the basis of testing. Result: This step requires the interviewer to explain the resultant outcome. The candidate is required to seize this opportunity to explain the accomplishment in the relevant area of interview. Conclusion: The interviewers expect the candidate to ask a few questions relating to the firm and sometimes making final submission. The interviewers are required to inspect the candidate’s general behaviour (Goodworth, 64).

Situational based interviewing This technique is based on a particular situation. The candidate is expected to answer or solve a problem based on a situation (Goodworth, 35). The steps involved are the same as those of behavioural technique. The difference between behavioural and situational is that behaviour is of a candidate is tested during the behavioural interview process while solving problem skills are tested during the situational interview process. Bibliography Goodworth, Clive T. Interviewing Techniques.

Toronto: Coles, 1978. Print.