1. how to use skills/behaviours assessments
and training needs analysis tools
The skill/behaviours individual assessments and training needs analysis tools
(available in pdf and working file MSExcel versions above and from the free
resources section) are simple, effective and flexible tools for assessing
individual training needs and for group training needs analysis. Adapt them to
suit your purposes, which can extend to specifying and evolving more
complex learning and development management systems.
While the word 'training' is used widely on this webpage (mainly because
many people search for and recognise the word 'training'), try to use the
words 'learning' and 'development' when structuring your own processes and
adapting these tools. The words Learning and Development capture the spirit
of growing people from the inside out, rather than the traditional approach of
'putting skills in' through prescriptive training methods, which are less likely to
enthuse and motivate people than self-driven learning and development.
The Training Needs Analysis (TNA) spreadsheet is now available in three
different variations, based on three different individual skill/behaviour
assessments for the roles:
• general,
• commercial/sales, and
• management.
The tools, available above, offer a simple, free and very powerful way to
identify, assess, analyse, prioritise and plan training needs, for individuals,
small teams, small companies, and very large organisations.
You can use the tools in the present format or adapt them to suit your
situation. Obviously ensure that the skill/behaviours descriptions are
consistent throughout the individual assessment tool and the Training Needs
Analysis tool. It is entirely possible to include a variety of 'skill-sets' on a
single TNA spreadsheet.
You can use whatever scoring system suits you and your situation, although
number scoring (rather than words or letters) is necessary for
spreadsheet analysis.
A 1-4 scoring system generally works well, since it gives less opportunity for
middling, non-committal answers. Primarily you need to know simply whether
each capability is adequate for the role or not.
Ensure you identify clear definitions for the scoring, particularly if comparing
or analysing different people's scores, where consistency of measurement is
important, eg:

2. • 1 = little or no competence
• 2 = some competence, but below level required for role
• 3 = competence at required level for role
• 4 = competence exceeds level required for role
Or:
O 1 = never meets standard
O 2 = sometimes meets standard
O 3 = often meets standard
O 4 = always meets standard
For self-use: The skills/behaviour set assessments require some
interpretation and ideally discussion with a trusted friend, colleague or boss to
establish the 2nd view validation. As well as encouraging self-awareness
development and simply thinking about one's own feelings and aptitudes, the
assessment and reflection are an interesting and viable basis for
assessing/discussing/reviewing personal development and career focus. When
the scoring is completed you can prioritise your development needs (essential
skills with the lowest scores).
For use with others as development tool:
The skill/behaviour assessment is an effective tool for recruitment,
appraisals and ongoing development and training. It can be adapted
for different roles, and if used with existing staff ideally the person performing
the role should have some input as to the skill and behavioural criteria listed,
and the importance (essential or desirable) for each characteristic in the role.
Working with a group to adapt the skill-set criteria according to the people's
jobs makes an interesting workshop and team building session: involving
people in developing the system creates a sense of ownership and
commitment to using the assessment method itself.
The skill-set/behavioural tests can be used in conjunction with the
Training Needs Analysis tool available from the website as a working
MSExcel spreadsheet file. Assessment can be carried out formally one-to-one
as part of an appraisal or review meeting, referring to evidence if appropriate,
or informally in a workshop situation as a group exercise (assessment in
pairs, with partners helping to establish the 2nd view validation for each
other). Whether informally or formally assessed, the results for a group can
be transferred to the corresponding Training Needs Analysis tool, to identify
team or group training priorities. Training priorities are the essential skills with
the lowest average scores.
Informal assessments in a workshop situation also enable an immediate
'straw poll' analysis of group training needs, and as such provide an excellent
method for quickly identifying and agreeing training and development needs
for a group.