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Assessing training needs
This document provides an overview of conducting a training needs assessment using a systematic approach. It discusses that the goal of training is performance, not just training itself. It also notes that typically only 6-10% of training expenditures actually result in transfer of skills to the job. The key is to ask the right questions during needs assessment. A needs assessment identifies performance gaps between what is required and what currently exists. It also discusses analyzing the problem, determining if it is a training issue, and identifying skills and learners who need training. The document outlines Robert Mager's 5 steps for problem analysis and determining the causes and solutions. It stresses integrating solutions that address the root causes, and that training may not always
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Assessing training needs
- 1. Training Needs Assessment: A Systematic Approach
- 2. “Remember, training isnot what is ultimately important… performance is.” Marc Rosenberg
- 3. Did you know... “Notmore than 6-10 % of expenditures in training actually result in transfer to the job.” Broad and Newstrom
- 4. Key Skill Asking questions… ??? Asking the RIGHT questions!
- 5. In the “RealWorld” You cannot afford to not do a front- end analysis Something is better than nothing Do the best you can Need to have a theoretical base Key skill: Focus your questions
- 6. Needs Assessment Definition Aneeds assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.
- 7. Macro vs. Micro Macro Micro aligned with initiated by strategic goals performance three levels problems or change organizational assessment done to clarify problem, occupational determine if training individual is the solution, analyze performance, and characteristics of trainees
- 8. Instructional Design Process ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE
- 9. Why ISD? On thejob GAP Classroom or performance other type of training or intervention
- 10. Analyze What isthe problem? Problem Analysis Is it a training problem? Performance Analysis What skills and knowledge should Task/Competency be included in the Analysis training program? Who needs to be Learner Analysis trained?
- 11. What is Problemand Performance Analysis? Clearly defining the problem or opportunity A formal procedure used to analyze defined needs to determine their causes and identify appropriate solutions.
- 12. Robert Mager 1. Definethe problem? 2. Determine the importance Is it worth solving? 3. Determine the cause(s) 4. Identify training vs. non-training solutions 5. Select the best (most cost-effective) solutions
- 13. Step 1: Definethe problem Describe Discrepancy DESIRED PERFORMANCE (Optimals) - ACTUAL PERFORMANCE (Actuals) = POSSIBLE TRAINING NEED
- 14. Step 2: Isit important? Why is it important? What if you did nothing? How big is it? (Quantify if possible) Who cares? “Is the cost of the discrepancy high enough that it seems worth pursuing a solution?”
- 15. If the answeris no….. IGNORE REJOICE
- 16. Step 3: DetermineCause(s) Is it a problem of skill or a problem of will? I don’t I don’t wanna! wanna! I don’t know how.
- 17. Yes, it isa skill deficiency Arrange Formal no Used to Training do it? yes Arrange Practice no Used often? Arrange Feedback yes
- 18. Other questions Change the Job Simpler way? Arrange on- the-job training Potential Transfer or ? terminate
- 19. If a skilldeficiency.. Provide training Provide practice Provide feedback Simplify the task Develop a job aid OJT Transfer Terminate
- 20. P. 37 Yes, itis a problem of will... Remove Performance punishing? Punishment Non-performance Arrange rewarded? Positive Consequences Arrange Does performance consequences matter?
- 21. And one lastquestion... Obstacles? Remove Obstacles
- 22. Step 4: Totrain or not to P. 39 train? Calculate cost First determine cause(s) Select best solution(s) Only then look at possible solutions Implement Seek integrated solution systems that get to the root of the problem
- 23. To solve aperformance issue Training may not be the answer Training may not be the only answer
- 24. P. 39 Cause Solution If skill or knowledge……….training If lack feedback……………..feedback, standards If not motivated…………….rewards, consequences If unclear expectations…..std, measure, discuss If job environment…………change environment If potential……………………change personnel
- 25. P. 40 If trainingis the answer…. Formal training Self study Technology based Job related/workplace approaches
- 26. P. 42 Outcomes of Problem and Performance Analysis More complete picture of problem Is it training? Is it training plus… Make solid recommendations If is training or job aid….on to task or competency analysis!
- 27. Task/Competency Analysis “What do learners need to learn?” Task Analysis Competency Analysis For more skill Soft skills training oriented jobs such as mgmt, When need consistent supervision set of training Professional jobs requirements Career pathing Leadership development
- 28. Steps in TaskAnalysis Break job into major functions Break functions into major tasks Break tasks into steps Identify training outcomes
- 29. Task Analysis Interviews Managers Bestperformers Job incumbents Subject matter experts
- 30. Competency Analysis What arecompetencies? Enduring characteristics of a person that result in superior on-the-job performance Areas of personal capability that enable employees to successfully perform their jobs by achieving outcomes or successfully performing tasks
- 31. What is acompetency model? Identifies the competencies necessary for each job as well as the knowledge, skills, behavior, and personality characteristics underlying each competency.
- 32. What do youwant to P. 61 know? General characteristics Specific knowledge and skill Learning styles Special needs
- 33. Information is Usedin Three Important Ways To help determine where to begin the content of the training program To determine how to present the content To get buy-in
- 34. Methods for collecting data Datagathering is cornerstone of any needs assessment project Can be time consuming
- 35. Data Collection Methods Interviews Surveys/ Questionnaires FocusGroups Observation Existing Data
- 36. Final Exam Why dowe bother with needs analysis? Where does TNA fit in the ISD process? T or F: Training is the solution to most performance problems. What are at least 4 methods of collecting data? What is the key skill one must use in conducting an effective needs analysis?
- 37. “If you thinktraining is expensive,try ignorance.”
- 38.