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Training Needs Analysts in NGOs 2009-2010

Background

Along with the development of staff training among NGOs, both the demand for and supply of training services are increasing. An effective training programme starts with the needs of the NGOs and their employee, and ends with the successful transfer of knowledge. The Hong Kong Council of Social Service (HKCSS) conducts the Training Needs Analysis (TNA) annually to provide some information for NGOs to further promote professional training from a developmental perspective.

HKCSS conducted the bi-annual TNA survey among the staff of Agency Members during August 2009. Questionnaires were emailed to 362 Agency Members. 431 questionnaires were completed and returned from the 121 participating Agency Members (a 33.2% Agency Member response rate).

As with the 2006-2007 survey, the questionnaire this year targeted staff with supervisory and/or managerial duties, and aimed to identify the most important job competencies (drawn from a list of job competency requirements developed from the sector-wide Joint Business Improvement Project).

 

Objective

TNA in Training & Development Cycle

A training plan should address the organization goal from the initial process of analyzing the specific needs all the way through to the delivery and evaluation of the training plan. Therefore, the aim of TNA survey is to find the expressed needs of training at work from the staff themselves.

This TNA aims at:

  1. Collecting the training needs directly from end-users in order to allow the designing of suitable training topics for enhancing professional development;
  2. Understanding the desirable learning practice of end-users so that training and development programs which facilitate participation may be tailored.

 

Methodology

The approach and framework this year followed those used in 2006-2007.

  • Individual based – Data was collected from individual staff of NGOs with an implication that the training courses will be designed for enhancing individual competencies.
  • Framework – The TNA was conducted by survey and adopted the job competency framework.

The TNA is based on the job competency requirements which have been developed from the Joint Business Improvement Project organized by HKCSS together with 26 Agency Members.? The job competencies of “managerial staff” and “professional staff” will be adopted in this TNA for finding training needs.? The selected job competencies include:

Managerial Staff

  1. Business Acumen
  2. Change Management
  3. Communication
  4. Creative Thinking
  5. Crisis Management
  6. Financial Management
  7. Funding Proposal Writing
  8. Human Resources Management
  9. Networking
  10. Quality Assurance
  11. Social Marketing

Supervisory Professional Staff

  1. Case Management
  2. Community Partnership
  3. Customer Service
  4. Legal Knowledge
  5. Multi-disciplinary Teamwork
  6. Project Management
  7. Knowledge Management
  8. Risk & Emergency Management

 

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