Training Needs Assessment: A Systematic Approach

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Remember, training is not what is ultimately important performance is.

Marc Rosenberg

Did you know...

Not more than 6-10 % of expenditures in training actually result in transfer to the job.
Broad and Newstrom

Key Skill

Asking questions Asking the RIGHT questions!

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In the Real World

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You cannot afford to not do a frontend analysis Something is better than nothing Do the best you can Need to have a theoretical base Key skill: Focus your questions

Needs Assessment Definition

A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.

Macro vs. Micro

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Macro aligned with strategic goals three levels y organizational y occupational y individual

Micro initiated by performance problems or change assessment done to clarify problem, determine if training is the solution, analyze

Instructional Design Process

ANALYZE DEVELOP DESIGN IMPLEMENT

EVALUATE

Why ISD?

On the job performance

GAP

Classroom or other type of training or intervention

Analyze
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What is the problem? Is it a training problem? What skills and knowledge should be included in the training program? Who needs to be

Problem Analysis Performance Analysis Task/Competency Analysis

What is Problem and Performance Analysis?

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P. 28

Clearly defining the problem or opportunity A formal procedure used to analyze defined needs to determine their causes and identify appropriate solutions.

P. 32

Robert Mager
1. Define the problem? 2. Determine the importance y Is it worth solving? 3. Determine the cause(s) 4. Identify training vs. non-training solutions 5. Select the best (most cost-effective) solutions

P. 31

Step 1: Define the problem

Describe Discrepancy
DESIRED PERFORMANCE (Optimals) - ACTUAL PERFORMANCE (Actuals) = POSSIBLE TRAINING NEED

P. 34

Step 2: Is it important?
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Why is it important? What if you did nothing? How big is it? (Quantify if possible) Who cares? Is the cost of the discrepancy high enough that it seems worth pursuing a solution?

If the answer is no..

IGNORE REJOICE

Step 3: Determine Cause(s)

Is it a problem of skill or a problem of will?
I dont I dont wanna! wanna!

I dont know how.

Yes, it is a skill deficiency

Arrange Formal Training no Used to do it?

yes Arrange Practice no Used often?

Arrange Feedback

yes

Other questions
Change the Job Simpler way? Arrange on-the-job training

Transfer or terminate

Potential?

If a skill deficiency..
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Provide training Provide practice Provide feedback Simplify the task Develop a job aid OJT Transfer Terminate

P. 37

Yes, it is a problem of will...

Performance punishing?
Remove Punishment

Non-performance rewarded?

Arrange Positive Consequences

Arrange consequences

Does performance matter?

And one last question...

Obstacles?

Remove Obstacles

Step 4: To train or not to train?

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P. 39

First determine cause(s) Only then look at possible solutions Seek integrated solution systems that get to the root of the problem

Calculate cost Select best solution(s)

Implement

To solve a performance issue

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Training may not be the answer Training may not be the only answer

P. 39

Cause
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Solution

If skill or knowledge.training If lack feedback..feedback, standards If not motivated.rewards, consequences If unclear expectations..std, measure, discuss If job environmentchange environment

P. 40

If training is the answer.

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Formal training Self study Technology based Job related/workplace approaches

Outcomes of Problem and Performance Analysis

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P. 42

More complete picture of problem Is it training? Is it training plus Make solid recommendations If is training or job aid.on to task or competency analysis!

Task/Competency Analysis What do learners need to learn? Task Analysis For more skill oriented jobs When need consistent set of training requirements Competency Analysis z Soft skills training such as mgmt, supervision z Professional jobs z Career pathing z Leadership development

Steps in Task Analysis

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Break job into major functions Break functions into major tasks Break tasks into steps Identify training outcomes

Task Analysis Interviews

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Managers Best performers Job incumbents Subject matter experts

Competency Analysis
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What are competencies?

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Enduring characteristics of a person that result in superior on-the-job performance Areas of personal capability that enable employees to successfully perform their jobs by achieving outcomes or successfully performing tasks

What is a competency model?

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Identifies the competencies necessary for each job as well as the knowledge, skills, behavior, and personality characteristics underlying each competency.

What do you want to know?

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P. 61

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General characteristics Specific knowledge and skill Learning styles Special needs

Information is Used in Three Important Ways

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To help determine where to begin the content of the training program To determine how to present the content To get buy-in

Methods for collecting data

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Data gathering is cornerstone of any needs assessment project Can be time consuming

Data Collection Methods

Interviews z Surveys/ Questionnaires z Focus Groups z Observation z Existing Data
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Final Exam
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Why do we bother with needs analysis? Where does TNA fit in the ISD process? T or F: Training is the solution to most performance problems. What are at least 4 methods of collecting data? What is the key skill one must use in conducting an effective needs analysis?

If you think training is expensive,try ignorance.

Thank You!