2. 2
Ch.3: Needs Assessment
Employee Training & Development
Definition:
“The process to determine whether trg is necessary,
who needs it & in what areas”
1. Organizational analysis
Components (trg involves):
2. Person analysis
3. Task analysis
Org.al Analysis
Person
analysis
Analysis
Task
Analysis
1. Organizational analysis
2. Person analysis
3. Task analysis
1. Organizational analysis
2. Person analysis
3. 3
Ch.3: Needs Assessment
Employee Training & Development
1. Organizational analysis (Ch.2):
Involves analysing:
a. the org’s strategic direction
b. availability of resources
c. mgt support
To identify who needs trg.
2. Person (individual) analysis
4. 4
Ch.3: Needs Assessment
Employee Training & Development
2. Person (individual) analysis
It involves:
a. whether performance gaps result from lack
of:
KSAO’s,
OR
motivation
OR
Work design issues / problems
b. ensuring employees are ready for trg
5. 5
Ch.3: Needs Assessment
Employee Training & Development
3. Task analysis
To identify important tasks, KSAO’s that need to be
emphasized in trg for employees to do their tasks
Why is needs assessment necessary?
1. Incorrectly used as a solution to a problem
If incorrectly done, it may result in the following situations:
2. wrong / unfit trg program content
3. trainees may not have trg pre-requisites
4. waste of time, effort and resources
6. 6
Ch.3: Needs Assessment
Employee Training & Development
Legislation
Lack of basic skills
Poor performance
New tech
Customer requests
New products
Higher standards
New jobs
Why Trg?
(Pressure Points)
What areas
to be assessed?
What to be
learned?
Who to train?
What trg type?
When?
Buy or built-in trg?
Trg & other HR?
How to train?
Org.al
Person Task
What are the asst
outcomes?
7. 7
Ch.3: Needs Assessment
Employee Training & Development
Who should participate in Needs Analysis?
1. traditionally, trainers only
Upper-level mgrs
Mid-level mgrs
Supervisors (lower-level
mgrs)
Trainers
Trainees
Trg & dev units
Customers, suppliers,
etc..
2. recently, ..
8. 8
Ch.3: Needs Assessment
Employee Training & Development
Who should participate in Needs Analysis?
5. a link b/w “who” & “what”
4. job incumbents / holders
3. SME’s [subject-matter-experts] are:
Employees / peers
Academics
Mgrs
Tech experts
Trainers
Customers / suppliers, etc..
Trg issues / tasks to be
performed
KSAO’s
Other…
SME’s
are
experts
in:
9. 9
Ch.3: Needs Assessment
Employee Training & Development
Who should participate in Needs Analysis?
Lower
level
Middle
level
Upper level
Org.al
analysis
Person
analysis
Task
analysis
What
tasks?
Knowledge
/ skills,..
Which
employees
need trg?
Specific
budget
Mgrs support
trg
What jobs?
Do we have
the right
skills to
compete?
Who
should be
trained?
What level?
Sectors /
functions/
business
units
Trg
budget
Link trg to
bus. Goals /
strategies
10. 10
Ch.3: Needs Assessment
Employee Training & Development
Methods Used in Needs Assessment
2. questionnaire surveys
1. observation
+ data relevant to work - needs skilled observer
- behaviour may be affected
+ inexpensive
+ larger no. of persons
- time consuming
- inappropriate responses
- lacks detail
11. 11
Ch.3: Needs Assessment
Employee Training & Development
Methods Used in Needs Assessment
4. focus groups
3. interviews
+ detailed (uncover issues)
+ flexible
- time consuming
- difficulty in analysis
- bias / info you want to hear !
+ for complex issues /
differing views
- members reluctant to
participate
- time consuming to organize
- may go out of control
12. 12
Ch.3: Needs Assessment
Employee Training & Development
Methods Used in Needs Assessment
6. online technology
5. documentation / records
+ objective
+ specific task info
- difficulty in understanding
tech language
+ objective
+ less interruption to work
- may be abused (used for
punishment !)
- for certain jobs only (those
require interaction with
customers
13. 13
Ch.3: Needs Assessment
Employee Training & Development
The Assessment Process
Org.al analysis
- Strategic direction
- Mgt support
- Trg resources
Person
analysis
Do
we
want
to
devote
time
&
money
to
trg?
YES
NO
Task
analysis
STOP
14. 14
Ch.3: Needs Assessment
Employee Training & Development
1. Organizational analysis
Performance problems
Change in the job
Use of new technology
may be resulted from:
(pressure points)
2. Person analysis (who ?)
may be indicated by: Customer complaints
Low performance ratings
On-the-job incidents
Higher performance levels
15. 15
Ch.3: Needs Assessment
Employee Training & Development
is aimed to ensure the employee’s readiness for trg.
2. Person analysis (who ?)
the following to be analysed:
Knowledge
Skills
Abilities
Attitudes
Beliefs
Motivation
a. Person characteristics (KSAOs)
16. 16
Ch.3: Needs Assessment
Employee Training & Development
Basic skills that are necessary for employees to perform
the job and learn the content of the trg program
Person characteristics:
reading, writing
math, computer
cognitive ability, etc ..
a. basic skills:
Identify pre-requisites (skill
gaps) for trg: (HOW ?).
Pg. 103 TRAINERS:
collect info.
meet with SMEs
identify a list of activities performed
make a list of the most important
activities
identify the skill level
conduct a pre-test (skill evaluation
to identify gaps)
17. 17
Ch.3: Needs Assessment
Employee Training & Development
Instructions given
to the employee
Resources
b. input
c. output Job performance
standards
Incentives given to the
employee for good
performance
d. consequences
e. feedback Info given to the
employee while
performing
Person characteristics ..
18. 18
Ch.3: Needs Assessment
Employee Training & Development
a JOB vs a TASK A job includes certain tasks …
select the job/s to be analyzed
prepare a list of tasks performed
validate / confirm the list (by SMEs)
identify KSAOs
3. Task analysis (what ?)
The objective is to identify the tasks to be done and the
KSAOs required to do them …
STEPS : pg. 111
19. 19
Ch.3: Needs Assessment
Employee Training & Development
Frequency of performance
Importance of task
Difficulty level of the task
3. Task analysis (what ?)
Question : Which one of these should trg target ?
Factors of task analysis :
Answer: D I F F I C U L TY L E V E L …
