Assessing Your Training Needs: Needs Assessment to Training Goals© Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Show
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Also consider Learn More in the Library’s Blogs Related to Conducting Needs Assessments for TrainingIn addition to the articles on this current page, also see the following blogs that have posts related to Conducting Needs Assessments for Training. Scan down the blog’s page to see various posts. Also see the section “Recent Blog Posts” in the sidebar of the blog or click on “next” near the bottom of a post in the blog. The blog also links to numerous free related resources.
Preparation for Conducting Needs Assessment
Before you undertake the various phases of the ADDIE model of systematic planning, you might also get a quick grasp of the broader context of training plans. Consider the following topics in the Library.
Overall Purpose of Training Needs Assessment and AnalysisA training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain (the “performance gap”). Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee’s training will ultimately contribute results to the organization. Note that employees can require training for a variety of reasons, which usually
fall into two categories: One Approach — Four Steps to Conducting a Needs Assessment(This article was written by Leigh Dudley; copyright, Leigh Dudley.) Step 1 — Perform a “Gap” AnalysisThe first step is to check the actual performance of our organizations and our people against existing standards, or to set new standards. There are two parts to this: Current SituationWe must determine the current state of skills, knowledge, and abilities of our current and/or future employees. This analysis also should examine our organizational goals, climate, and internal and external constraints. Desired or Necessary SituationWe must identify the desired or necessary conditions for organizational and personal success. This analysis focuses on the necessary job tasks/standards, as well as the skills, knowledge and abilities needed to accomplish these successfully. It is important that we identify the critical tasks necessary, and not just observe our current practices. We also must distinguish our actual needs from our perceived needs — our wants. The “gap” between the current and the necessary will identify our needs, purposes and objectives. What are we looking for? Here are some questions to ask to determine where training and development or even human resource development (HRD) may be useful in providing solutions:
Step 2 — Identify Priorities and ImportanceThe first step should have produced a list of needs for training and development, career development, organization development and/or other interventions. Now we must examine these in view of their importance to our organizational goals, realities and constraints. We must determine if the identified needs are real, if they are worth addressing, and specify their importance and urgency in view of our organizational needs and requirements. For example:
If some of our needs are of relatively low importance, then we would do better to devote our energies to addressing other human performance problems with greater impact and greater value. Step 3 — Identify Causes of Performance Problems and/or OpportunitiesNow that we have prioritized and focused on critical organizational and personal needs, we will next identify specific problem areas and opportunities in our organization. We must know what our performance requirements are, if appropriate solutions are to be applied. We should ask two questions for every identified need:
This will require detailed investigation and analysis of our people, their jobs and our organizations — both for the current situation and in preparation for the future. Step 4 – Identify Possible Solutions and Growth OpportunitiesIf people are doing their jobs effectively, then perhaps we should leave well enough alone. (“If it ain’t broke, don’t fix it.”) However, some training and/or other interventions might be called for if it’s important But if our people ARE NOT doing their jobs effectively, then training may be the solution if there is indeed a knowledge problem. Organization development activities may provide solutions when the problem is not based on a lack of knowledge and is primarily associated with systematic change. These interventions might include strategic planning, organization restructuring, performance management and/or effective team building. (Consider writing your training goals in the Framework to Design Your Training Plan.) Another Approach to Needs Assessment to Determine Your Overall Goals in TrainingThe purpose of the needs assessment is to help you determine what you need to learn to, for example, qualify for a certain job, overcome a performance problem or achieve a goal in your career development plan. Learners are often better off to work towards at most two to four goals at a time.
(Consider writing your training goals in the Framework to Design Your Training Plan.) More Resources for Training Needs Assessment and Analysis
Go to main Training and Development page For the Category of Training and Development:To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources. Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.
What are the three elements of a needs assessment process?Now that we understand the three main parts of needs assessment are initiation, data collection & analysis, and final product, let's explore how to do each of these parts.
Why should upper level managers be included in the needs assessment process quizlet?The primary role of upper-level managers in the needs assessment process is to ensure that learning efforts are integrated with business strategy. To motivate employees to learn in training programs, they should be given a choice of what training programs to attend.
Which of the following types of people should participate in a needs assessment?Who should participate in Needs Assessments? all stakeholders, including company leaders, mid-level managers, trainers, employees, and subject matter experts (SME's). Persons in the organization who have an interest in training and development and their support is important for determining its success (or failure).
What are the outcomes of needs assessment at an organization?The assessment should address resources needed to fulfill organizational mission, improve productivity, and provide quality products and services. A needs assessment is the process of identifying the "gap" between performance required and current performance.
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