Training Needs Assessment:A Systematic Approach

Joan StrohauerDepartment of Education

“Remember, training is not what is ultimately important… performance is.”

Marc Rosenberg

Did you know...

“Not more than % of expenditures in training actually result in transfer to the job.”

Broad and Newstrom

6-10

Key Skill

Asking questions… ? ? ?

Asking the RIGHT questions!

In the “Real World”

You cannot afford to not do a front-end analysis

Something is better than nothing

Do the best you canNeed to have a theoretical baseKey skill: Focus your questions

Needs Assessment Definition

A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists.

Macro vs. MicroMacro

aligned with strategic goals

three levels organizationa

l occupational individual

Micro initiated by

performance problems or change

assessment done to clarify problem, determine if training is the solution, analyze performance, and characteristics of trainees

Instructional Design Process

ANALYZE DESIGN

DEVELOP IMPLEMENT

EVALUATE

Why ISD?

On the job performance

Classroom or other type of training or intervention

GAP

Analyze

What is the problem?

Is it a training problem?

What skills and knowledge should be included in the training program?

Who needs to be trained?

Problem Analysis

Performance Analysis

Task/Competency Analysis

Learner Analysis

What is Problem and Performance Analysis?

Clearly defining the problem or opportunity

A formal procedure used to analyze defined needs to determine their causes and identify appropriate solutions.

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Robert Mager

1. Define the problem?2. Determine the importance

Is it worth solving?3. Determine the cause(s)4. Identify training vs. non-training solutions5. Select the best (most cost-effective)

solutions

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Step 1: Define the problem

DESIRED PERFORMANCE (Optimals)

- ACTUAL PERFORMANCE (Actuals)

= POSSIBLE TRAINING NEED

Describe Discrepancy

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Step 2: Is it 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?”

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If the answer is no…..

IGNORE

REJOICE

Step 3: Determine Cause(s)

Is it a problem of skill or

a problem of will?

I don’t wanna! I don’t know

how.

I don’t wanna!

Yes, it is a skill deficiency

Arrange Formal Training

Arrange Practice

Arrange Feedback

Used to do it?

Used often?

no

yes

no

yes

Other questions

Change the Job

Arrange on-the-job training

Transfer or terminate

Simpler way?

Potential?

If a skill deficiency..

Provide trainingProvide practiceProvide feedbackSimplify the taskDevelop a job aidOJTTransferTerminate

Yes, it is a problem of will...

Remove Punishment

Arrange Positive

Consequences

Arrange consequences

Performance punishing?

Non-performance rewarded?

Does performance matter?

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And one last question...

Obstacles? Remove

Obstacles

Step 4: To train or not to train?

First determine cause(s)

Only then look at possible solutions

Seek integrated solution systems that get to the root of the problem

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Calculate cost

Select best solution(s)

Implement

To solve a performance issue

Training may not be the answer Training may not be the only

answer

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

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If training is the answer….

Formal trainingSelf studyTechnology basedJob

related/workplace approaches

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Outcomes of Problem and Performance Analysis

More complete picture of problemIs it training? Is it training plus…Make solid recommendationsIf is training or job aid….on to task or

competency analysis!

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Task/Competency Analysis“What do learners need to learn?”

Task AnalysisFor more skill

oriented jobsWhen need

consistent set of training requirements

Competency AnalysisSoft skills training

such as mgmt, supervision

Professional jobsCareer pathingLeadership

development

Steps in Task Analysis

Break job into major functions

Break functions into major tasks

Break tasks into steps

Identify training outcomes

Task Analysis Interviews

ManagersBest performersJob incumbentsSubject matter

experts

Competency Analysis

What are competencies? 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

What is a competency model?

Identifies the competencies necessary for each job as well as the knowledge, skills, behavior, and personality characteristics underlying each competency.

What do you want to know?

General characteristics

Specific knowledge and skill

Learning stylesSpecial needs

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Information is Used in 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

Methods for collecting data

Data gathering is cornerstone of any needs assessment project

Can be time consuming

Data Collection Methods

InterviewsSurveys/QuestionnairesFocus GroupsObservationExisting Data

Final Exam

Why do we 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?

“If you think training is expensive,try ignorance.”

Thank You!