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"This issue offers ideas for improving needs analysis techniques. It provides a discussion of needs assessment instruments, focusing on interviews and questionnaires. Job aid is a checklist for designing analysis instruments."

"Training professionals are increasingly expected to be strategic business partners with their organizations, offering performance solutions that align with business goals. Becoming this partner requires a different way of thinking about needs analysis. This issue explores the six steps involved in defining a clients training needs in relation to the organizations business goals. You will find techniques to use at each point in the analysis process, sample questions you can use for collecting data, a strategic needs analysis checklist, and other valuable tips and tools."

"This issue defines a mini needs assessment as a process for identifying problems and solutions in a condensed period of time. It outlines a process model and guidelines for implementing the model and offers a mini needs assessment, stakeholders interview guide, and sample action plan."

"Military capability is delivered operationally at a team and collective level, be it a unit as small as a squad or section, or as large as a maritime task group. Modern military forces are required to deal with a potentially wide range of missions frequently involving multiple alliance partners, within a geopolitical environment which can seem to change rapidly. Individual performance, while being important, is not the primary determinant of mission success - force integration, interoperability, adaptability and teamwork are key factors. Team and collective training which fully addresses these factors is fundamental to the development and delivery of military capability. As a consequence, the requirement to determine training requirements and specify effective systems for the delivery of team and collective training is critical to operational success.Training Needs Analysis (also known as Front End Analysis), is a well-established methodology for analysing training requirements and specifying training solutions used extensively by the UK and its NATO partners. However, the analytical techniques employed are optimised for individual training, with little guidance being offered on its application in the team and collective context. Team and Collective Training Needs Analysis (TCTNA) has been developed to close this methodological gap. It addresses the issues of the relationship of individual and team tasks, teamwork, command and control, task and training environments, scenario definition, instructional strategy, team training approaches, instructional functions, and wide-ranging organisational and procurement considerations.Part One of the book develops an integrated set of models which underpin the analytical approach presented in Part Two. Worked examples and case studies illustrate the application of the approach. Between 2005 and 2015 the authors worked on numerous training-related research projects at Cranfield University and Coventry University for the Human Factors Integration Defence Technology Centre and the Defence Human Capability Science and Technology Centre on behalf of the Defence Science and Technology Laboratory, UK Ministry of Defence."

"This focused of research is a physical activity needs for elders who lived in the charitable institution at Bekasi with objective to gain infomation regarding self-monitoring planning. This research are quantitative and qualitative research. It is categorized as explanatory stuvey, using hypothetical assessment that independent factors affected dependent factors. In the operational technique, this research used several methodological tools to assess subjects? physical activity level, social support, and self-efficacy. The samples are 67 persons. The data was collected using in-depth interview methods, and focus group discussion.The result showed that only social support factor could affect the level of elder`s physical activity while self-efficacy was not affecting it. This study also found that physical health status ofthe respondent as confounding factor, which affecting social support factors in relation with physical activity level of the respondent. However qualitative methodology showed that both social support and self-efficacy aifected physical activity level of the respondent.In conclusion, the self-monitoring program for elders could be implemented by taking social support and selfleliicacy factors into consideration. For next research, it needs bigger sample size, sensitive tools of methodology, and developing the form of self-monitori ng program."

"Conducting a thorough data collection is vital to the success of your training needs assessment. This Infoline focuses on how to collecting accurate data that ensures your training needs assessment doesnt waste company time and money. You will learn how to choose the best data collection methods for your unique business situation while avoiding common pitfalls. This Infoline demonstrates how to plan and implement your data collection process develop a collaborative relationship with your client present data."

"Dalam menjalnnkan fungsinya Balai Besar Nasional X (BBN X) mengacu pada Standar Kompetensi Kerja Nasional Indonesia (selanjutnya disingkat SKKNI). SKKNI merupakan standar nasional di bidang ketenagakerjaan yang disusun dan mendapatkan pengakuan dari para pemangku kepentingan (stake holders). Saat ini pengembangan kompetensi instruktur di BBN X belum optimal karena belum ada perencanaan yang sistematis dalam upaya mengembangkan kompetensi instruktur dan masih banyak instruktur yang belum tersertifikasi baik dalam bidang kompetensi teknis maupun metodologis. Tujuan penelitian ini adalah untuk mencari bentuk pengembangan kompetensi instruktur yang sesuai dengan kondisi obyektif instruktur BBN X dan untuk menyusun Training Needs Analysis instruktur BBN X. Penelitian ini bersifat kualitatif yang menghasilkan data deskriptif berupa kata-kata lisan dan tertulis yang diamati dari orang-orang yang diteliti, teknik pengumpulan datanya dilakukan melalui wawancara mendalam, observasi dan penelusuran dokumen. Hasil penelitian menunjukkan bahwa instruktur BBN X yang telah mendapatkan sertifikasi kompetensi sebanyak sepuluh orang atau 13% dari jumlah instruktur dan belum mencapai kualifikasi yang ditetapkan oleh Ditjen Bina Intala. Adapun pengembangan yang dapat dilaksanakan dibedakan menjadi tiga yaitu (1) instruktur sudah mengikuti UJK tetapi belum mendapatkan sertifikasi, pengembangannya adalah dengan memberikan pelatihan sehingga instruktur tersebut memperoleh sertifikasi, (2) instruktur belum mengikuti UJK karena belum memiliki penguasaan terhadap SKKNI pengembangannya adalah memberikan pelatihan agar menguasai SKKN! dan memperoleh sertifikasi, dan (3) instruktur sudah memiliki kemampuan tetapi belum mengikuti sertifikasi pengembangannya adalah memfasilitasi instruktur untuk mengikuti sertifikasi. Untuk menyelenggarakan pelatihan yang efektif dan sesuai dengan kebutuhan instruktur perlu diadakan Training Needs Analysis sehingga pelatihan yang diselenggarakan akan menghasilkan peningkatan skill knowledge dan attitude yang akan mendorong peningkatan kinerja instruktur. Analisis kebutuhan pelatihan dapat memberikan informasi yang berguna untuk menentukan tujuan-tujuan yang tepat sehingga hasil program pelatihan yang dirancang akan relevan dengan kebutuhan yang nyata. Untuk mendapatkan hasil yang optimal TNA sebaiknya dilaksanakan secara berkala untuk mengantisipasi perkembangan jaman yang terus maju.

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On the way to perfonn the limction, BBN X refers to the National Competency Standard of Indonesia (called SKKNI). SKKNI is the national competency standard in labor sector that was being composed and got the stake holder recognition. At the present time, thc instructors competency development in BBN X is not so optimal, because there is not a systematically planning in the meaning to develop the instructor competency and there are still a lot of instnicters who have not certilied yet neither in the technical nor methodological competency.

Regarding to the above situation, this research aimed to look for the suitable fonn of instructor competency development for the objective condition of BBN X instructors and to organize the BBN X instructors Training Needs Analysis (TNA). This is the qualitative research which is resulting descriptive data in term of both spoken and written languages ol' research subjects. 'l`he data was collected through depth interviews, observation and documentation technique.

The result indicate that there are 10 (ten) instructors or equal to 13% of total instructors in BBN X who was certified, which have not reached the qualification that decided by Directorate of Dina Intala yet. As for the implemcntable developments were divided into 3 (three), which are (1) provide the training for the instructor who had already took the assessment but have not certified yet until they are competent; (2) provide the training to master the SKKNI and being certified for the inslmctor who have not took the assessment because their lack capability of SKKNI; (3) facilitate the instructor to be certified for thc one who has ability but has not take the awcssment yet.

It is important to do TNA to organize the effective and suitable training for instructor needs, so the implemented training produce skill knowledge and attitude development to increase the instructor productivity. TNA can give the information that are importance to determine the right aim so the result of planned training program will be relevant with real needs. To get the optimal result of TNA it is better to be pcrlbrmed periodically to anticipate the technological advance."

"A foundation for assessing training opportunity to deliver relevant training that best addresses the needs of your organization.Needs Assessment Basics will teach you how to deliver training that aligns with the greater goals of your business and positions you as a strategic partner contributing to overall business success. A seven-phase needs assessment model will enable you to think organizationally and design effectively with training that results in superior job performance and increased business success."

"ABSTRACTPenelitian ini bertujuan untuk memahami kebutuhan informasi nelayan yang ada di wilayah Muara Kaliadem, Jakarta Utara. Metode pendekatan yang dilakukan dalam penelitian ini berupa metode kualitatif deskriptif. Pengambilan data dilakukan dengan menggunakan pedoman wawancara terstruktur dan dokumen pendukung yang digunakan untuk memperkuat hasil analisis dalam pembahasan. Model penelitian yang digunakan adalah model faktor pemenuhan kebutuhan informasi yang dikemukakan oleh Johnson. Hasil penelitian ini menggambarkan kebutuhan informasi nelayan serta mengidentifikasi faktor yang mendorong tindakan pencarian informasi dalam upaya memenuhi kebutuhan informasinya. Faktor latar belakang serta faktor personal individu menjadi pemicu tindakan pencarian informasi. Adapun hambatan dalam tindakan pencarian informasi yang ditemukan merupakan hambatan yang berasal dari individu itu sendiri terkait dengan keterbatasan yang dimilikinya, serta akses informasi yang sulit untuk dijangkau. Beberapa hal yang disarankan terkait hambatan yang ditemukan antara lain adalah penyediaan akses sumber informasi di beberapa titik tertentu dan penyuluhan informasi yang dilakukan secara rutin.

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ABSTRACTThis research is determined to understand fishermens information needs at Muara Kaliadem, North Jakarta. Research approach that is used in this research is qualitative descriptive method. The data is collected by using structured interview and supported documents to strengthen the analysis in the discussion. Research model that is used in this research is Johnsons information needs fulfillment factors. The result of this research shows fishermens information needs and identifies factors that trigger them to do information seeking to fulfill their information needs. Factors such as their personal background and as an individual become their triggers in information seeking. Barriers found when they do information seeking are coming from themselves as an individual regarding their own limitations, also access to information that is hard to reach. There are some suggestions regarding overcoming these barriers such as providing access to information resources at certain points and socializing about information resources routinely."

"Most books start with the tools and techniques of needs assessment and assume that implementation will naturally bring success. Instead of dealing with specific data collection methodology or approaches, this book deals with the framework and alignment that will make such methodologies and approaches useful. It is a valuable resource for anyone who wants to identify what results should be delivered, justify why they should be delivered, and be able to prove success, all based on evidence. The approaches outlined here will ensure you make the right decisions for your organization that lead to productive results."