To conduct an effective training needs analysis it is fundamental that the role and its competences are defined and fits well within the organisation's process chain.

The prime reason why enlightened organisations conduct regular role analysis is because they are constantly seeking to improve the effectiveness of their people.

Whilst this requires a training needs analysis if the role is not understood how can a gap analysis between the individual's current capability and the role profile be determined. A role analysis, with competence definitions, provide key input to training needs analysis.

In addition conducting regular role analysis is important because the role/activity/result link can become obscured by organisational system and process changes and:

• in organisation structure
• in culture and management style
• in team working and matrix working
• in empowerment, self reliance and self development

Surrounded by change, an individual's sense of purpose and direction can often be difficult to maintain. This threat has led many organisations to take a closer look at role analysis. Specifically organisations believe that:

• role analysis will realign roles to skills
• role analysis will realign skills to skills development
• role analysis will realign roles to responsibilities
• role analysis will realign roles to results expected
• role analysis will optimise roles within the process chain

Using role analysis a structured (but dynamic) approach to work is taken without which there is a real risk that people will slip into chaos, stress, low morale and low performance - which sadly many will recognise.