Training Need Assessment

Training Needs Assessment: A Systematic Approach

“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” ❚ You cannot afford to not do a front-end 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 Macro ❚ aligned with strategic goals ❚ three levels

Micro ❚ initiated by performance problems or ❙ organizationa change ❚ assessment done l to clarify problem, ❙ occupational determine if training is the ❙ individual solution, analyze performance, and

Instructional Design Process ANALYZE

DESIGN

DEVELOP

IMPLEMENT

EVALUATE

Why ISD?

On the job performance

GAP

Classroom or other type of training or intervention

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

❚ Problem Analysis ❚ Performance Analysis ❚ Task/Competency Analysis ❚ Learner Analysis

What is Problem and Performance Analysis? ❚ Clearly defining the  problem or opportunity ❚ A formal procedure used to  analyze defined needs to  determine their causes and  identify appropriate  solutions.  

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

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Step 1: Define the problem Describe Discrepancy DESIRED PERFORMANCE (Optimals) ­  ACTUAL PERFORMANCE (Actuals) = POSSIBLE TRAINING NEED

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Step 2: Is it important? ❚ 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 don’t I don’t wanna! wanna!

I don’t know how.

Yes, it is a skill deficiency Arrange Formal Training

no

Used to do it? yes

Arrange Practice

Arrange Feedback

no

Used often? yes

Other questions Change the Job Arrange onthe-job training Transfer or terminate

Simpler way?

Potential ?

If a skill deficiency.. ❚ ❚ ❚ ❚ ❚ ❚ ❚ ❚

Provide training Provide practice Provide feedback Simplify the task Develop a job aid OJT Transfer Terminate

Yes, it is a problem of will... Performance punishing?

Non-performance rewarded?

Does performance matter?

Remove Punishment

Arrange Positive Consequences Arrange consequences

And one last question...

Obstacles?

Remove Obstacles

Step 4: To train or not to train? Calculate cost ❚ First determine Select best cause(s) solution(s) ❚ Only then look at possible solutions Implement ❚ Seek integrated solution systems that get to the root of the problem

To solve a performance issue ❚ ❚

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

Cause

Solution

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

If training is the answer…. ❚ ❚ ❚ ❚

Formal training Self study Technology based Job related/workplace approaches

Outcomes of Problem and Performance Analysis ❚ ❚ ❚ ❚

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 ❚ Soft skills training such as mgmt, supervision ❚ Professional jobs ❚ Career pathing ❚ Leadership development

Steps in Task Analysis ❚ Break job into major functions ❚ Break functions into major tasks ❚ Break tasks into steps ❚ Identify training outcomes

Task Analysis Interviews ❚ ❚ ❚ ❚

Managers Best performers Job incumbents Subject matter experts

Competency Analysis ❚ What are competencies? ❙ 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? ❚ 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? ❚ General characteristics ❚ Specific knowledge and skill ❚ Learning styles ❚ Special needs

Information is Used in Three Important Ways ❚ 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 ❚ Data gathering is cornerstone of any needs assessment project ❚ Can be time consuming

Data Collection Methods ❚ Interviews ❚ Surveys/ Questionnaires ❚ Focus Groups ❚ Observation ❚ Existing Data

Final Exam ❚ 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

“If you think training is expensive,try ignorance.”

Thank You!