Identifying Training
Needs
Chapter #3
Why is demand for t and
d increasing?
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Globalization
Need for leadership
Need for more knowledge workers
Expanding job market
Retiring boomers
AMA Survey
• 38% of job applicants lack
necessary reading, writing, and math
skills
• Retiring baby boomers
• Increased diversity
Steps involved in program
construction and evaluation
• 1. Training needs analysis
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Organization level
• Task level
• Person level
• Only 27% programs begin with needs
assessment.
Training Steps cont.
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3.
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Employee readiness
Objectives and outcomes
Evaluation plan
Select methods, deliver program
Monitor, evaluation, followup
At organizational level
• Number ## 1 question
• Will training help??????
• SWOT Analysis
– Look at internal and external factors
– Long and short term goals
– Page #43
Do all performance gaps
mean training is needed?
How many need training?
• Now?
• In the future?
• Employment planning #45
• Concept Testing
• Attain core sample of ee
• Survey sample of opinions
What role does
organizational culture play?
• (Sea gull effect)
• Look #48 and #49
Task Analysis
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Steps
Job Descriptions.>>>
Task identification>>>
KSA identification>>>>
Course objectives >>>>
Design program look#51
Job Descriptions
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May not be any
May be old
May be incomplete if so
You will have to observe
• What tasks?
• What responsibilities?
• What KSA are needed?
Methods of task
analysis # 56.57,58
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Stimulus Response
Time Sampling
Linear Sequencing
Critical incident
Job inventories Look #60
Future orientation job analysis
Next Where are
performance gaps?
• KSA Identification
• Knowledge, Skills, Ability
• (Attitude)
After discovering
performance gaps
• Then set outcomes and learning
objectives.
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Outcomes /objectives must be
Specific
Measurable
Achievable
Realistic
Time limitations (SMART)
After goals are set
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…then set evaluation methods
…and design the program
….how will objectives be achieved?
Should we outsource?
What Methods?
Where should we train?
Program design must
have both
• Content validity
• training on KSA’s that are
relevant to the job
Individual Analysis
• Who needs training and what on?
First Look at
• Inputs
• Do they understand job
– Do they have needed resources?
» Do they external interferences?
– Outputs
– what standards success will be measured by?
• Consequences
• Are they any incentives to perform?
• Feedback
– Is it frequent and specific?????
person analysis cont.
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Look at
Motivation to learn
Basic skills
Cognitive ability
Readibility
• Readibility indexes
Other measures of job
behavior
• Be careful of hidden judgmental
errors
• Halo effects
• Attractiveness
• Bias
– selection bias demonstration
Look # 66,67
• Behavioral Expectation Scales
(BES)
• Behavioral Observation Scales (BOS
Person analysis cont.
• Economic measures
• Sales volume,injuries, scrapping, cycle
times, absences, sick days etc.
• Proficiency measures
– Work sampling, observation, written job
knowledge tests
Person analysis cont.
• Self assessment
– 360 degree
feedback
demonstration.