Analysis in/of Training Process
by the best group ever since
introduction
Conducting a needs analysis is the first step in
developing an employee training system (Noe,
2007). The purpose of needs analysis is to
determine the types of training, if any, that are
needed in an organization, as well as the extent to
which training is a practical means of achieving an
organization’s goals. The importance of needs
assessment was demonstrated by a meta-analysis
indicating better than normal training effectiveness
when a needs assessment had been done prior to
the creation of the training program (Arthur, Bennett,
Edens, & Bell, ). As shown in Figure ., three
types of needs analysis are typically conducted:
organizational analysis, task analysis, and person
analysis (Goldstein & Ford, ).
Organizational Analysis
The objective of this analysis is to determine those organizational factors that either
facilitate or inhibit training effectiveness.
A properly conducted organizational analysis will focus on the goals the organization
wants to achieve, the extent to which training will help achieve those goals, the
organization’s ability to conduct training, and the extent to which employees are willing
and able to be trained (McCabe, 2001).
Organizational Analysis
An organizational analysis should also include a survey of employee readiness for
training.
training will be effective only if the organization is willing to provide a supportive
climate for training, it can afford an effective program, employees want to learn, and
the goals of a program are consistent with those of the organization (Broadwell, 1993).
Organizational Analysis
An organization may also want to
consider the following in making an
effective organizational analysis:
1. Establish goals and objectives.
2. Economic Analysis.
3. Personpowe analysis and planning.
4. Climate and attitude surveys.
5. Resource analysis.
Task Analysis
PURPOSE:
To utilize job analysis methods to identify the tasks performed by the
employees, the conditions under which these tasks are performed, and
the competencies needed to perform the task.
COMMON METHODS
1. Job descriptions
2. Interviews
3. Observations
4. Task inventories
5. Performance appraisals
STEPS IN TASK ANALYSIS
1. Identify tasks and competencies
2. Determine how employees are trained
to perform each task
Task Analysis
Person Analysis
-Is based on the recognition that not every employee
needs further training for every task performed
-To determine the individual training needs for each
employee, person analysis uses performance appraisal
scores, surveys, interviews, skill and knowledge tests,
and/or critical incidents.
Performance Appraisal Scores
The easiest method of needs analysis
Low ratings on a particular dimension for most employees may
indicate that additional training in that dimension is needed
Types of rating errors in line with performance appraisal score:
▪ Leniency error
▪Strictness error
Surveys
Another common approach to determine training needs is to
design and administer a survey that asks employees what
knowledge and skills they believe should be included in future
training.
Advantages
1. Eliminate the problems of performance rating errors.
2. Know the strengths and weaknesses.
3. Training needs can be determined with surveys
Disadvantages
1. Employees may not be honest.
2. Organization may not be able to afford the training suggested by the
employees.
Questionnaires:
Most common method of surveys.
It asks employees to list areas in which they would like to further or future
training.
A better method is to provide a list of job-related tasks and components of
knowledge and have the employees rate the need for training on each
Results of these ratings are given to the supervisors who validate the results.
This process is used to determine whether the supervisors agree with
their employees perception to prioritize training needs.
List of Job Related Tasks
Paperwork
Dealing with customer Complaints
Answering emails.
Example:
Training Needs Survey/Assessment
This is an assessment that looks at employee and organizational
knowledges, skills, and abilities, to identify any gaps or areas of need
Interviews:
3rd Method of needs analysis.
Usually done with a selected number of employees.
Interviews are not used as extensively as surveys, but they can provide indepth answes to questions about training needs.
Main Advantage & Disadvantage
A: Employee feelings and attitudes are revealed more clearly than with the
survey approach.
D: Interview data are more often difficult to quantify and analyze.
Skill and Knowledge Tests
Skill test or a knowledge test.
The 4th method for needs analysis.
Some examples of areas that could be tested to determine
training needs include:
Knowledge of lending laws for loan officers.
Knowledge of company policy for new employees.
Free-throw shooting for basketball players.
Dreaded midterm exam for this course.
If all employees score poorly on these tests, training across
the organization is indicated.
If only a few employees score poorly, they are singled out for
individual training.
The biggest issue with using testing to
determine training requirements
There are not many tests accessible for this purpose.
If a company want to employ this approach, it will most likely need to
develop its own tests.
Time-consuming and expensive.
Critical Incidents
The 6th technique for determining training requirements.
Not a commonly used method, even so, it will be discussed here since it
is relatively easy to use, especially if a proper job analysis is available.
To use this technique for needs assessment:
Critical incidents are sorted into dimensions.
Separated into examples of good and poor performance.
Dimensions
where
there
are
numerous
instances
of
poor
performance are thought to be those where a lot of workers are
underperforming and where further training is recommended.