Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

Click here for more information on Career Management, 4e

Sign In to gain access to subscriptions and/or personal tools.
Advances in Developing Human Resources
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via HighWire
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Roberts, P. B.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Complore   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati   Add to Twitter  
What's this?

Analysis: The Defining Phase of Systematic Training

Paul B. Roberts

The University of Texas at Tyler

The problem and solution. The analysis phase of analysis, design, develop, implement, evaluate (ADDIE) was originally based on the understanding that training was needed and that analyzing the content was the starting point. Over time the analysis phase has become the defining phase as it moved up from job-task analysis for identifying the content of a training program to (a) analyzing a worker performance problem that can be addressed by training, (b) to identifying and analyzing a worker-work system performance problem that can be addressed by a combination management and training intervention, and (c) on to an analysis process for diagnosing performance in an organization that may or may not involve training as part of a performance improvement intervention. The contemporary analysis process is designed to help decision makers gain a clear understanding of the "gaps" between the desired and current performance and the factors or variables impinging on them.

Key Words: analysis • organizational diagnosis • up-front analysis • needs analysis • performance

Advances in Developing Human Resources, Vol. 8, No. 4, 476-491 (2006)
DOI: 10.1177/1523422306293014
Add to CiteULike CiteULike   Add to Complore Complore   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati   Add to Twitter Twitter    What's this?


This article has been cited by other articles:


Home page
 Advances in Developing Human ResourcesHome page
P. B. Roberts
Analysis: The Defining Phase of Systematic Training
Advances in Developing Human Resources, November 1, 2006; 8(4): 476 - 491.
[Abstract] [PDF]