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INTRODUCTION
This is the last article in a four-part series which presents and discusses four types of training needs assessment (TNA) data-gathering methods: survey questionnaires, individual interviews, focus groups, and on-site observations. Originally presented in a condensed format in an article entitled "Training Needs Assessment: An 'Open-systems' Application" and published in The Journal of European Industrial Training, Vol. 17 No. 1, this article will present on-site observations as a method for obtaining data relating to individual as well as organizational training needs. The concept of on-site observations in both administrative as well as production-based environments will be discussed.
AN OVERVIEW OF ON-SITE OBSERVATIONS
The value of observing work or particular tasks in-process has found considerable acceptance and success in the industrial engineering profession[1]. An integral part of time and motion studies, the data provided by on-site observations will be more qualitative, although it can produce quantitative data as well. Its strongest point is that the data produced by on-site observations are empirical in nature in that they can be proved or disproved by continued observation or sampling[2]. Where general observations are being used to determine potential training needs, however, the data provided are generally not significant enough to draw conclusions with a relative degree of certainty. Because of this it is usually necessary to incorporate on-site observations with another type of data-gathering method which produces feedback that can be quantitatively analysed (e.g. survey questionnaires).
The principle behind on-site observations is to gain firsthand knowledge regarding the overall parameters of the job itself (job analysis), the series of tasks -- physical, mechanical, and mental -- (task analysis), and the skill, knowledge, and/or experience level(s) required of individuals to complete the task(s) successfully[3]. As such, on-site observations can incorporate either or both of these methods. In terms of training needs feedback, such observations provide more qualitative information when applied on a macro-organizational level while greater degrees of quantitative information are generated on a micro- or individual employee knowledge/skill level.
In most cases, on-site observations work best when particular processes or procedures can be observed, measured, and analysed for either skill, knowledge, or other types of performance discrepancies[4]. At first glance this would appear to emphasize its use in a blue-collar or manufacturing/production-related environment particularly through the use...