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Training%20 needs%20assessments
 

Training%20 needs%20assessments

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    Training%20 needs%20assessments Training%20 needs%20assessments Presentation Transcript

    • Training NeedsAssessments
    • What is a TNA?• Identification of educational activities employees need to improve their productivity• Focus is on needs, not desires• A form of gap analysis
    • Why conduct one?• Determine whether training will make a difference in employee productivity• Decide what specific training each employee needs and what will improve their job performance• Differentiate between the need for training and other organizational issues—and there are always other organizational issues!
    • Commonly-used tools• Interview managers – Obtain info on upcoming projects, organizational goals – Managers identify gaps• Interview employees – Find out what would make their job easier (“I could do this job better if…”) – Top performers can tell you what they learned, and how• Conduct focus groups• Conduct surveys• Review any existing competencies developed for jobs• Review employee development plans/performance reviews• Review strategic plan and mission statement
    • Do I have to use them all?• No • Rule of thumb: use at least three data sources• Make at least one data source participatory—that is, involve the staff whose needs you are trying to meet – Focus groups, surveys
    • Focus Groups• Classic methodology – Script from CLEM c. mid-1980’s – Can structure groups to meet a variety of needs (mixed groups v. job-specific) – Can use results to develop surveys for all staff• Copies of script available for everyone – We’ll walk through the technique: experiential learning ;-)
    • Surveys• Plug data into Zoomerang, Survey Monkey, or similar tool and email to staff (view sample) – Alert them it’s coming• Collect only basic demographic data – Some degree of anonymity is important to some• Share compiled results widely – Identify needs you plan to address centrally – At CCPL, management groups provide in-service training – Supervisors can be alert to other opportunities
    • How Often?• It depends… – What are you looking for? – What are you going to do with the data? – How recent is your strategic plan? – How fresh is your performance review data—and do staff complete an IDP?• Things change rapidly these days• Sometimes discovery of those other organizational issues is important!