Training Needs Analysis

To ensure a proper return on investment, business needs to know that training addresses actual needs of the organisation. As such, department heads are burdened with continuous need assessments to identify performance gaps.

Over the last few decades the term 'competency', meaning 'having the power or ability to do something', has become popular for describing job related skills. Competency is a broader term than knowledge, skills or attitudes, as being able to do something usually includes a mix of these working together. Competencies are sets of behaviours that are instrumental in the delivery of desired results or outcomes. Competencies may be roughly divided into three types:

  • Foundational competence:
    The knowledge, underpinning theory and principles that learners must acquire and apply to be able to do something (in simpler language it is the demonstrated knowledge and understanding of what one is doing and why);
  • Practical competence:
    The mix of knowledge and skills that learners must be able to demonstrate in their work (that is, it is the demonstrated ability to apply one’s skills in practice);
  • Reflexive competence:
    The demonstrated ability of the learner to reflect on (assess and evaluate) his or her own learning and growth as well as the ability to reflect on how the acquired knowledge and skills can be transferred and applied in different contexts.

In an effort to assist with the training needs analysis at your casino, all SACA training brochures list the competencies that will be developed during facilitation of our training courses. This will greatly assist in determining if our course will address the needs you identified.