THE SYSTEMATIC APPROACH TO TRAINING
A. What is Systematic Approach to Training (SAT)
The Systematic Approach to Training (SAT) is a methodology for managing training
programmes. It is an orderly; logical approach to determining what people must know and
do at a particular job or a specific profession. The systematic approach to training ensures
that people are prepared for their work by having the necessary knowledge, skills, and
attitudes to their job.
SAT begins with identifying peoples work related needs. It ensures training is delivered
properly; the employee learns what is important; and the employee is competent to be
assigned to work. The systematic approach to training uses constant evaluation of the
training program to ensure it is meeting the needs of the employees and the organization.
SAT is always a combined effort between trainers and those concerned in the organization.
Managers, supervisors, and experienced workers from organizations play an important role
in the implementation of the systematic approach to training.
Through the use of the systematic approach to training, individual units within
organisations ensure that important topics and skills are identified, proper learning
methods are used, training materials is useful to employees, and that employees can
perform work as expected when they are assigned to work. The systematic approach to
training ensures the training program supports the organisations needs for human
performance. It ensures people are prepared and capable to do their jobs.
There are five main phases in the systematic approach to training. They are Analysis,
Design, Development, Implementation, and Evaluation.
1. Analysis
The first phase is analysis. In this stage the questions that must be asked are “is there a
need for training? and “if something is wrong, is it caused by a performance problem that
training will fix?” Managers sometimes will attempt to correct a human performance
problem caused by an inadequate procedure or faulty equipment by training the people.
Trainers sometimes attempt to use training to correct problems even though training will
not solve the problem because they want to help. Make sure training is neede. Then
analyze to determine what training should be done.
In the analysis phase the duties of a job are identified and listed. The tasks that must be
done to accomplish the duties are analysed and the larger tasks are broken down into
smaller parts called elements. From the tasks and elements we determine the knowledge,
skills, and attitudes needed to successfully perform the task.
Tasks are reviewed and characterized by difficulty, importance, and frequency to help
