Needs Assessment

The design process begins with needs assessmentFirst, is training needed?

The Needs Assessment Process

Pressure points LegislationNo basic skills Poor performanceNew technologyCustomer requestsNew productsHigher performance standards New jobs

What is the context

Organizational analysisPerson analysisTask analysis

In what do they need training?

The Needs Assessment Process Continued

OutcomesWhat should be trained?Who should be trained?How much training?Buy vs. Build training decisionOther HR options such as selection or job redesign

Needs Assessment Process #75

Organizational analysis

Business strategyResources available for training Management support

Person analysis Why do performance deficits exist?Who needs training?Employees readiness for training

Task analysisWhat tasks? KSA’sKnowledgeSkillsBehaviorsAbilities needed

Who Should Participate in Needs Analysis? #76

Upper Middle Trainers Level Level

Original Is it needed How much will What do I analysis: to achieve goals it cost? need for a

& strategy? training budget? Person: What business Who should be Who needs units need it? trained? training?

Task: Do we have What jobs are What KSA are the right critical for needed?

people? KSA’s training?

Subject Matter Exports KnowSME’s

1. Training needs2. KSA needs3. Equipment needed4. Conditions in which tasks are performed

Job incumbentsCurrently work in job

Who else should?Jpb encumbents

Subjects matter experts

Methods Used in Needs Assessment #79

Technique Advantages DisadvantagesObservation 1. Cheap 1. Needs skilled observer 2. No work interruptions 2. Hawthorne effect 3. Work environment is included

Questionnaires 1. Information from large 1. Time consuming number of people 2. Low return rate 2. Data can be summarized 3. Lacks detail

Technical manuals 1. Good information for new 1. Hard to understand & records jobs technical language 2. Objective

Interview SME’s 1. Good at knowing problems 1. Time consuming & solutions 2. Difficult to analyze 3. Needs skilled interviewer

Needs Assessment Process

Organizational analysis

StrategyManagers supportResources

Do we want to train?

Person analysisInput OutputConsequencesFeedback

Task analysisWork activity (task)Knowledge, skills, abilitiesWork conditions

Support of Managers & Peers

This is critical!Must be supportive!

Training ResourcesThree possibilities

1. Internal consultants2. Testing for skills, those who do not

score high are reassigned to other jobs

3. Purchase training from outside consultant

Request for ProposalsThe state, Oklahoma, does this

Training venders send in biography & resumes-qualificationsGive examples of the programsGive evidence of the programs worth

Development of a Program Takes Time

1. Rule of thumb2. 10-20 hours for each hour of

instruction3. CD Rom development time

300-1,000 prep hours per hour program (depending on the amount of animation etc.)

Factors That Influence Employee Performance & Learning

Pressure pointsCustomer complaintsPoor job performance

InputUnderstands the need to perform Necessary equipmentInterference Opportunity to perform

OutputStandard to judge successful performance

ConsequencesIncentive to performConsequences for poor performance

Feed backFrequent & specific feedback about performance

Personal Characteristics1. Motivation to learn2. Basic skills3. Three levels of cognitive ability

a) Verbal competency b) Quantitative ability c) Reasoning ability

Personal Characteristics Continued

4. Readabilitya) Need basic skills, instruction, &

literacy training

5. Self efficiency “I can attitude”a) Helping employee succeed b) Reassure them that training will help

them improve not hurt themc) Give feedback

Task AnalysisJobTaskKnowledgeSkillAbilityOther

Steps In Tasks Analysis1. Select job2. Develop a preliminary list of tasks3. Validate preliminary list4. Identify necessary knowledge,

skills, and abilities

Competency Models1. Used to identify knowledge, skills,

and abilities for a job2. Used to identify personal

characteristics3. Match competencies to job

analysis