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In order to increase the competitive power of talent intermediary organization, a structure and level of job standard ability is established, the capacity gap is identified after compared with the structure of existing ability, and finally the training content is established. By taking a talent intermediary organization as an example, Goldstein Model, Competency Model and Gap Analysis Model are introduced as methods to evaluate training needs process, and the practical process about training needs analysis is illustrated in detail, task competency analysis and personnel analysis process is adopt. The analysis about the talent intermediary of organization, task and staff show that the gap between ideal ability standard with existing capacity structure is training needs content. The corresponding training course according to the content of marketing ability structure and level would be accomplished perfectly. This analysis method has the advantage of dynamical analysis position requirement, further making the training content which can be satisfied with the realization of enterprise strategic target. These criteria and publication of future robust TNA initiatives should be encouraged.