Centre for Regional and International Development

At CRID, we have developed a series of simple, easy to manage processes that can be utilised and adapted by many public and private sector organisations. However, after very careful and critical interactions with organisations' HR departments, a user-specific TNA is produced to help serve as a template for future organisation training needs. The task of training can be broken down into a number of discrete components, each addressing a different part of the overall learning process. This breakdown is as follows:- Psycho-motor Skills, Procedural Skills, Knowledge Transfer, Communication Skills, Colossal Thinking, Attitude Learning and Performance Training. Organisational role of training analysis is to build a formal bridge between the available design statistics, training medium and training objectives, in order to smoothen the progress of transfer of training elements into the operational environment, this is our niche at CRID. For big organisations with a complex multi-user system, a user-to-task map is often constructed to present the relationship between the everyday jobs and the identified team structure and also to identify other personnel that would need to have an understanding of the system.