Publisher

INABAINABA

Journal Journal of Business and Management InabaJournal of Business and Management Inaba Abstract

A good organization is supported by good management and employees who have adequate knowledge and skills in carrying out their functions and duties. The organization provides a management system that makes it easy for members of the organization to run the system so that organizational performance is easy to control. Employees with adequate quality and competence are able to bring the organization to a more advanced direction. They are trained and have the desire to continue to grow and develop into individuals needed by the organization in achieving its goals. The rapid development of technology and industry today has resulted in many adjustments and system changes in management. In the new normal era where all work activities have begun to be directed online-based, many organizations carry out training needs analysis in obtaining information on what training is suitable to be held in improving organizational performance. This study describes the theory of training needs analysis for organizations. And this study aims to obtain information about what is needed in analyzing training needs for organizations. The research method used is a qualitative method using a literature review approach. The results of this study were selected as a training needs analysis tool by using an organizational analysis approach to the strategy of the Irwin Goldstein method which sets 4 indicators, namely: (1) organizational goals; (2) organizational resources; (3) organizational climate; and (4) environmental constraints.

Conclusion

This study focuses on the needs assessment stage of the organizational training process.A training needs analysis at the organizational level determines where training is needed within the organization and under what conditions it will be implemented, linking training to team or organizational performance.Organizational analysis centers on organizational goals, resources, climate, and environmental constraints to understand organizational effectiveness and potential barriers to training success.A complete organizational analysis, ideally conducted at organizational, operational, and individual levels, is often limited by resource and time constraints.

Future Research

Further research should investigate the application of training needs analysis at the operational and individual levels to provide a more comprehensive understanding of skill gaps. Additionally, studies could explore how to effectively integrate training programs with organizational performance metrics to demonstrate a clear return on investment. Considering the evolving nature of the work environment, research is needed to examine the role of continuous learning and adaptive training strategies in maintaining workforce competitiveness. These investigations should focus on developing practical frameworks for identifying emerging skill requirements and designing training interventions that address them proactively. Finally, exploring the impact of organizational culture on the effectiveness of training initiatives, and identifying strategies to foster a learning-oriented environment, would be valuable for enhancing the long-term benefits of training programs. These research directions will contribute to a more nuanced understanding of training needs and the development of more effective HRD practices, ultimately supporting organizational success in a dynamic and competitive landscape.

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