Training Needs Assessment[1]

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  • Training Needs Assessment[1]

    1. 1. Individual Needs Assessment For Training Kevin A. Heikkinen February 19, 2001 OISM 470W, Section 03
    2. 2. Objectives <ul><li>1. What is individual needs assessment for training? </li></ul><ul><li>2. How the whole process works. </li></ul><ul><li>3. The involvement of training. </li></ul><ul><li>4. The benefits of training. </li></ul>
    3. 3. Needs Assessment Includes? <ul><li>Definition </li></ul>
    4. 4. Types of Assessment <ul><li>Needs assessment includes: </li></ul><ul><li>-Educational skills </li></ul><ul><li>-Organizational needs </li></ul><ul><li>-Identifying gaps </li></ul>
    5. 5. Assessment Has Two Phases <ul><li>Employee Assessment: </li></ul><ul><li>Environment Assessment: </li></ul>
    6. 6. Individual Needs Assessment <ul><li>Slowing down your work process or need extra skills in a certain area of work? </li></ul><ul><ul><ul><li>Example: get the correct skills training. </li></ul></ul></ul><ul><ul><ul><li>Example: need more experience in a certain skills area such as math skills or computer skills? </li></ul></ul></ul>
    7. 7. Internal Assessment <ul><li>Internal assessment can be very important to a company. </li></ul><ul><ul><ul><ul><li>Employees. </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Managers. </li></ul></ul></ul></ul>
    8. 8. Needs Assessment <ul><li>Needs assessment can be seen from the inside of the company or it can be seen through external sources. </li></ul>
    9. 9. Needs Assessment <ul><li>Companies often attack productivity problems with more training. </li></ul><ul><ul><ul><li>“ Needs assessment services can range from a two-day observation-based model to a comprehensive data-driven approach with skills testing.” </li></ul></ul></ul><ul><ul><ul><li>Example: Merex </li></ul></ul></ul>
    10. 10. Partnership Building <ul><li>Conducting needs assessments: </li></ul><ul><ul><ul><li>The needs assessments used in companies which help make their partnerships more productive and also more agreeable. </li></ul></ul></ul>
    11. 11. Training Needs Assessment <ul><li>“ A training needs assessment provides vital information about the real needs of the organization. This pre-training tool helps a company to strategically identify specific areas needing attention (training and non-training). The assessment results help target training more cost-effectively.”       </li></ul>
    12. 12. Types of Training <ul><li>Formal training </li></ul><ul><ul><ul><li>Example: </li></ul></ul></ul><ul><li>On-the-job (OJT) training </li></ul><ul><ul><ul><li>Example: </li></ul></ul></ul>
    13. 13. Strategic Training <ul><li>Program AIM: </li></ul><ul><ul><ul><li>Nature of assistance: </li></ul></ul></ul>
    14. 14. Making a Strategic Investment in Training: <ul><li>Training Issue s: </li></ul><ul><ul><ul><li>What happened when the United States Office of personal management, Office of workforce relations performs test on training. </li></ul></ul></ul><ul><ul><ul><li>Results: </li></ul></ul></ul>
    15. 15. Training Design and Development Services— <ul><li>The myth for good training: </li></ul><ul><ul><ul><li>Example: </li></ul></ul></ul><ul><li>Effective training: </li></ul><ul><ul><ul><li>Example: </li></ul></ul></ul>
    16. 16. NSW Vocational Education and Training Strategic Plan 1998-2000 <ul><li>The NSW Vocational Education and Training Strategic Plan 1998-2000 is: </li></ul>
    17. 17. Employee Benefits <ul><li>Many employees get benefit out of performing training. </li></ul><ul><li>Employees get more job knowledge and realize they have choices in their futures. </li></ul>
    18. 18. Organizational Benefits <ul><li>Know what their training needs are. </li></ul><ul><li>Why provide a kind of training. </li></ul><ul><li>Develop and new knowledge. </li></ul>
    19. 19. Additional Organizational Benefits <ul><li>“Knowing what training is being planned and why.” </li></ul><ul><li>“Justifying costs in relation to training benefits.” </li></ul>
    20. 20. Benefits: <ul><li>Eliminate chaos from your training efforts </li></ul><ul><li>Set the direction and tone of your training effort </li></ul><ul><li>Align training with your business goals and objectives </li></ul><ul><li>Bring reason, cohesiveness and clarity to your training effort </li></ul><ul><li>Monitor the progress of your organization in achieving its training goals </li></ul>
    21. 21. Summary <ul><li>“The bottom line of needs assessment is to determine organizational needs, employee needs, and organizational resources to provide needed training.” </li></ul>
    22. 22. Summary <ul><li>Needs Assessments. </li></ul><ul><ul><li>Employee Assessments. </li></ul></ul><ul><ul><li>Environmental Assessments. </li></ul></ul><ul><ul><li>Training Assessments. </li></ul></ul>
    23. 23. Summary <ul><li>Benefits from individual needs assessment for training. </li></ul>
    24. 24. Bibliography <ul><li>BVET. 2001. Advice on Introducing Workplace Training. 2001 < http://www.bvet.nsw.gov.au/industry/bv01in13.htm .> </li></ul><ul><li>Center for Performance Technology . 1999. Training Design and Development Services. 1999 < http://www.centerpt.com/ >. </li></ul>
    25. 25. Bibliography <ul><li>Enhanced Training. Enhanced Training. < http://www.enhancedtraining.com/establish-training.html >. </li></ul><ul><li>Department of State and Regional Development . 22 Dec. 2000. Business Information- Guide to Programs and Services. < http://home.vicnet.net.au/~entimp/nies/StratTrain.html >. </li></ul>
    26. 26. Bibliography <ul><li>Foster, Thomas. Managing Quality: An Integrative Approach. New Jersey: Prentice Hall, 2001. </li></ul><ul><li>Plishker, Gordon. A Guide to Promising Practices in Educational Partnerships. 1996. < http://www.ed.gov/pubs/PromPract/prom5.html >. </li></ul>
    27. 27. Bibliography <ul><li>Merex Corporation . 27 July 1997. Merex Corporation. < http://www.merexcorp.com/index. htm >. </li></ul><ul><li>ES&H Employee Training Assessment. 3 May 2000. ES&H Employee Training Assessment. < http://www.slac.stanford.edu/esh/training.html >. </li></ul>
    28. 28. Bibliography <ul><li>United states office of personal management, office of workforce relations. July 2000. A Guide to Strategically Planning Training and Measuring Results. < http://www. opm . gov / hrd /lead/ spguide . pdf >. </li></ul>
    29. 29. Bibliography <ul><li>Drake & Associates, LTD. 2000. < http://www.drakehr.com/point2.html >. </li></ul>

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