Training Needs Analysis - Capacity Development

Training Needs Analysis

1. Training Needs Analysis An essential solution in creating the Capacity Development

2. Today’s work environment requires officers and employees to be skilled in performing multiple and complex tasks in an effective, efficient and safe manner considering this time of Covid-19 pandemic where physical distancing, health and safety protocols are strictly observed.

3. Hence, the identification of training needs through this Memorandum is the first step. The Human Resource Management Department has prepared for said purpose a survey questionnaire for administration to all the DOUs to identify those who need training and what kind of training is needed.

4. Hence, the identification of training needs through this Memorandum is the first step. The Human Resource Management Department has prepared for said purpose a survey questionnaire for administration to all the DOUs to identify those who need training and what kind of training is needed.

5. This Memorandum prescribes the guidelines to facilitate the successful completion of our budgeting process in the upcoming 2022 budget preparation and to have an accurate Capacity Development agenda for Departments/ Offices/ Special Operating Units (DOU). I n support of the current administration’s 14-point agenda in professionalizing and strengthening the City’s administrative workforce committed to a gender-sensitive and equitable distribution of training opportunities among the City’s workforce . Pursuant to DILG Memorandum Circular No. 2021-067, s. 2021, this will help improve the local governance essential for an accountable, transparent and effective delivery of public services.

6. Executive Order No. 138, s. 2021 implementing the Supreme Court Mandanas ’ ruling regarding the full devolution of certain functions of the Executive Branch to the Local Governments, Creating a Committee on Devolution and for Other Purposes, requires to wit: “a) Developing of local government to deliver basic social services and critical functions to their constituents, increase productivity and employment, and promote local economic growth; and   ‘b) Ensuring accountability, competence, professionalism and transparency of local leaders through the development of institutional systems that would uphold good governance and strengthen their capabilities of managing public resources.”

7. We should have DOU officers and employees to be independent thinkers responsible for making good decisions/ actions based on limited information and resources. This kind of work may require training and development interventions if the officers/ employees do not have these capacities. An analysis of training needs specifies the : Current state of knowledge and skills regarding job performance among potential target groups; State of knowledge and skills required for effective performance of pre-defined tasks and responsibilities; Type of educational activities which enable the transition from the status quo to the desirable state of trainings; and Factors which constrain the effectiveness of training activities.

8. Guidelines