Cover Image
close this bookGuide to Developing Training Strategies (DHA/UNDRO - DMTP - UNDP, 55 p.)
close this folder4. Identifying needs
View the document(introduction...)
View the document4.1 Why do we need to assess needs?
Open this folder and view contents4.2 What do we assess?
View the document4.3 How are needs assessed?
View the document4.4 List of general statements for classifying performance discrepancies
View the document4.5 Other types of needs assessment

4.4 List of general statements for classifying performance discrepancies

Performance in some areas of the disaster management system or of an organisation can leave something to be desired, Classifying discrepancies by general types can be useful in selecting priorities as well as remedies. For example, skill deficiencies can be improved by training but lack of commitment to say training requires other inputs. (See Item 4.1.3 ‘Motivation to learn’ pp 40-43 in Guidelines for Trainers Leading Disaster Management Workshops, Part 1).

An example of classifying discrepancies in an organisation is as follows:

A. Discrepancies Due to Lack of Skill

Basic job skills
Technical skills
Professional skills
Administrative skills
Management skills

B. Discrepancies of Execution

Lack of purpose/goal
Inappropriate organizational environment
Inadequate rewards
Lack of resources
Poor work relationships
Insufficient leadership
Lack of teamwork
Lack of organisational structure.
Lack of knowledge
Attitudinal problems
Poorly defined patterns of authority
Little or no accountability

C. Externally Caused Discrepancies

Other organisations
Economic conditions
Political pressures
Lack of commitment to the subject at other levels

The items on the above lists will need to be addressed in various ways. These include training, but it should be emphasised that this will not change organisational structure, reward systems and lack of material resources. Such matters will need to be treated in conjunction with training programmes.