Posted: August 27th, 2022
Proactive vs. Reactive Needs Analysis
Proactive vs. Reactive Needs Analysis
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Proactive vs. Reactive Needs Analysis
Proactive needs analysis is a way of discovering challenges concerning performance and bridging those gaps with proper training before they become severe problems for the firm. It involves collecting data and making training predictions to establish long-lasting training programs that enhance the performance of employees (Blanchard & Thacker, 2006). On the other hand, reactive need analysis is an approach in which the performance challenges are responded to after they have occurred. It responds to the need to educate pre-identified workers in a particular content (Blanchard & Thacker, 2006). These analyses are always informal to properly understand the motives and purpose of the training request. The reactive analysis involves evaluation strategies that require basic skills and are relatively quick. It comprises basic skills to perform face-to-face interviews with employees and supervisors or examine performance information.
An organization may recommend reactive training when the worker’s performance challenge is evident, and the company wants to handle that particular issue. Active training needs analysis helps employees correct their mistakes, therefore enhancing the organization’s performance (Dahlander & Piezunka, 2014). However, I would recommend proactive need analysis when the organizations want to change their means of productions using modern technologies. In this case, the need analysis will help the company identify any knowledge gaps its worker may have before implementing the new technology. It helps the organization to properly plan on how to handle the challenge before it becomes an issue (Pot, 2003). Proactive training analysis will be the most practical because it will help the company plan and train their employees early in advance before the new production approach is implemented. As a result, it reduces the risks of production losses that may arise due to lack of knowledge and training.
References
Blanchard, P. N., and Thacker, J. W. (2006). Effective Training, Systems, Strategies, and Practices, 4/e. Pearson Education India.
Dahlander, L., & Piezunka, H. (2014). Open to suggestions: How organizations elicit suggestions through proactive and reactive attention. Research Policy, 43(5), 812-827.
Pont, T. (2003). Developing effective training skills. CIPD Publishing.
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