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• In reading different articles and books, you will come across the words need assessment and need analysis. Needs • The terms are interchangeable, but they have the same meaningAssessme and purpose, to assess and nt and analyze. • The primary purpose of the Needs training needs assessment -Analysis? analysis process is to ensure that there is a need for training and to identify the nature of the content of the training program.
The first step in the performance improvement•process is the training needs assessment. Source: http://www.business.mnsu.edu/mfox/class%20items%20445/Conducting%20a%20Training%20Needs%20Assessment.htm
•The training needs assessment is a criticalactivity for the training and developmentfunction. Whether you are a human resourcegeneralist or a specialist, you should beadept at performing a training needsassessment (Miller, 2002)
•To determine what training is relevant to youremployees’ jobs,•To determine what training will improveperformance,•To determine if training will make a difference,•To distinguish training needs from organizationalproblems, and•To link improved job performance with theorganization’s goals and bottom line. Source: Swist, 2001
There are• three levels of needsassessment:–Organizational analysis,–Task analysis– Individual analysis.
Organizational analysis looks at the effectiveness of the•organization and determines where training is needed andunder what conditions it will be conducted. Sources including: Organizational goals and objectives, mission statements, strategic plans. • Staffing inventory, succession planning, long and short term staffing needs. • Skills inventory: both currently available and short and long term needs, organizational climate indices: labor/management relationships, grievances, turnover rates, absenteeism, suggestions, productivity, accidents, short term sickness, observations of employee behavior, attitude surveys, customer complaints.
• Analysis of efficiency indices: costs of labor, costs of materials,quality of products, equipment utilization, production rates, costs ofdistribution, waste, down time, late deliveries, repairs.• Changes in equipment, technology or automation.• Annual report.• Plans for reorganization or job restructuring.• Audit exceptions; reward systems.• Planning systems.• Delegation and control systems.• Employee attitudes and satisfaction.
Task analysis provides data about a job or a•group of jobs and the knowledge, skills,attitudes and abilities needed to achieveoptimum performance.–Job description–KSA analysis–Performance standards–Observe the job
–Perform the job–Job inventory questionnaire–Review Literature about the Job–Ask questions about the job–Analysis of operating problems
•Individual analysis analyzes how well theindividual employee is doing the job anddetermines which employees need training andwhat kind.–Performance evaluation–Performance problems–Observation–Work samples–Interviews–Questionnaires–Attitude Survey–Checklist or training progress charts
• 1st Step-Identifies a Need• 2nd Step-Determine, as precisely as possible, present level of performance• 3rd Step-Determine whether the problem is a training problem• 4th Step-outlining a training program and approach that will meet your objectives• 5th-Determine the cost of the program
Deals with the issue that arise from an existing or potential problem or requirement.Where do you want to be?and what are the goals, standards, objectives you are seeking to attain?
Where are you now?What are your people’s present behavior?
• or whether it is an organizational problem, a systemic problem, or a motivational problem.
• If it is a training problem, management must decide how training can be designed to bring the company closer to the achievement of its goals and objectives.
• An important part of this fifth step is determining what deficiencies can be corrected in a cost- effective way.