Organizational investments in employee training and development have steadily increased over the past decade. Yet, training needs assessment (TNA) remains an understudied topic in the training literature. This study used a large sample of municipal employees in the USA to examine the effects of rater and their job/organizational position on TNA ratings. Results indicated that supervisors tended to rate their own training needs higher than how non‐supervisors rated their supervisors’ training needs. The opposite was found for non‐supervisor self‐ratings – they tended to be lower than the supervisors’ ratings of their subordinates. We also found initial validity evidence for inferences made from TNA self‐ratings of managerial competencies, which distinguished between employees in supervisory and non‐supervisory positions. Practical and theoretical implications, as well as study limitations and directions for future research, are discussed.

中文翻译：

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评估者的职位在培训需求评估中是否重要？对美国市政雇员的研究

在过去的十年中，组织在员工培训和发展方面的投资稳步增长。但是，培训需求评估（TNA）仍然是培训文献中未被充分研究的主题。这项研究使用了美国的大量市政雇员样本，以评估评估者及其工作/组织职位对TNA评估的影响。结果表明，主管对自己的培训需求的评分高于非主管对他们的培训需求的评分。非主管的自我评价则相反—它们往往低于其下属的主管的评价。我们还发现了从TNA的管理能力自我评估中得出的推论的初始有效性证据，这些推论区分了主管和非主管职位的员工。