Chapter 3 Needs Assessment Objectives 1. 2. 3. 4. 5. 6. 7. 8. Discuss the role of organization analysis, person analysis, and task analysis in needs assessment. Identify different methods used in needs assessment and identify the advantages and disadvantages of each method. Discuss the concerns of upper-level and midlevel managers and trainers in needs assessment. Explain how person characteristics, input, output, consequences, and feedback influence performance and learning. Create conditions to ensure that employees are receptive to training. Discuss the steps involved in conducting a task analysis. Analyze task analysis data to determine the tasks in which people need to be trained. Explain competency models and the process sued to develop them. Training Pressure Points •Performance Problems •Technical Change •Internal Customer Complaints or Request •Work Re-design •New legislation •Customer or Product Change •Basic Skill Deficiencies Organizational Analysis Person Analysis Is it a training problem? •How does training fit with the firm’s strategy goals? •Does the firm have the resources to buy or develop training? •Do manager and employees support training? Task Analysis Identify tasks Identify knowledge and skills Needs Assessment Techniques • • • • • • Observation Questionnaires Interviews Work Sample Technical Manuals Group Discussion Three levels of Needs Assessment • Organizational Analysis • Person Analysis • Job Analysis Factors that influence individual performance and learning • Person Characteristics – Basic skills – Cognitive Ability – Self-Efficacy • • • • Input Output Consequences Feedback Steps to a Task Analysis 1. 2. 3. 4. A job or cluster of jobs are selected. A preliminary list of tasks is developed. The preliminary list is validated by SMEs. KSAOs required to perform each task are identified. Task Analysis survey asks : • How frequently is task performed? • How important is task in getting the job done? • How much training (complexity) is needed? • What knowledge, skill, and abilities are needed to accomplish the task? • What are the conditions and standards? Competency Models 1. Identify the job to be analyzed. 2. Identify changes that might change competency needs. 3. Identify Effective and ineffective performers. 4. Identify the competencies associated with effective and ineffective performance. 5. Validate the model.