Levantamento de necessidades de treinamento: reflexões atuais

Abstract

Traditionally, training need evaluation process aims to identify gaps skills required for a proper human performance at work. Despite the theoretical and methodological requirements, since 30 years ago, emphasize the importance of organizational analysis, in order to link organizational and individual needs, the usual practice is based on results of analysis of tasks and individual, targeted only for individual needs. In this context, the concept of competence is close to the qualification, composed of sets of knowledge, skills and attitudes needed to meet the pre-set tasks. The problem is that not always the needs diagnosed could be linked to the business organization. Thus, on the training needs evaluation process, the concept of competence adopted by the area of training and development needs to embrace the concept of results or products. This article, therefore, aims to discuss the methodological implications of the extension of the concept of competence in the training needs evaluation process.