Chapter 3
Needs Assessment
Chapter 3
Introduction
Needs Assessment:
The process of determining learning needs and
opportunities and whether training is the
appropriate solution.
Chapter 3
Introduction
Pressure Points:
Things that indicate training is necessary.
These “red flags” include:
•performance problems
•new technology
•job redesign
•new legislation
•new products
•skill deficiencies
Chapter 3
Introduction
Pressure Points:
Performance = Ability x Motivation
1.
2.
3.
4.
How
How
How
How
difficult are the tasks being assigned.
capable is the individual.
hard is the person trying to succeed.
much improvement is being made.
Chapter 3
Introduction
Three Levels of Analysis:
•Organizational Analysis
•Person Analysis
•Task Analysis
Chapter 3
Introduction
Organizational Analysis:
Determining the appropriateness of training,
given the company’s business strategy,
resources, and managerial and peer support
for training.
Chapter 3
Introduction
Person Analysis:
Determines - •whether deficiencies are due to a lack of
knowledge, skills, abilities; problems with
motivation; or work design
•who needs training
•employee’s readiness for training
Chapter 3
Introduction
Task Analysis:
Identifying the important tasks performed
as well as the knowledge, skills, and behaviors
that are required to perform those tasks.
Chapter 3
Methods used in Needs Assessment
Observation:
Involves analyzing employee’s job performance
by watching them directly.
Chapter 3
Methods used in Needs Assessment
Questionnaires:
Instrument that asks employees questions
about their work, coworkers, and work
environment.
Chapter 3
Methods used in Needs Assessment
Technical Manuals, Printed Materials & Records:
Printed materials about company performance,
technology, tasks, and business environment
that can be used for needs assessment.
Chapter 3
Methods used in Needs Assessment
Interviewing:
Asking questions face-to-face to gather data.
Usually done one-on-one but can be done in
groups.
Chapter 3
The Needs Assessment Process
Organizational Analysis:
There are three factors to consider - •Company’s strategic direction
•Support of key Managers and Peers
•Resources available for training
Chapter 3
The Needs Assessment Process
Organizational Analysis:
Company’s Strategic Direction - Influences training to the extent that, in
companies where training plays a significant
strategic role, more money is invested in training
and the training function more likely to be
structured like a Corporate University or VTO.
Chapter 3
The Needs Assessment Process
Organizational Analysis:
Support of Key Managers and Peers - •Mgrs and peers must have a positive attitude
about participation
•Mgrs and peers must use new skill, behaviors
and knowledge back on the job.
Chapter 3
The Needs Assessment Process
Organizational Analysis:
Resources Available for Training - Includes money, time and expertise allocated
for training by the organization.
“In-house” vs. consultant/purchased options
Chapter 3
The Needs Assessment Process
Person Analysis:
Identifies who needs training by examining
whether current and expected performance
match.
Chapter 3
The Needs Assessment Process
Person Analysis:
Readiness for training - whether the employee
can and wants to learn, the environment will
maximize learning, & performance improvement
needs are indicated.
Chapter 3
The Needs Assessment Process
Person Analysis:
A person’s motivation to learn will be impacted
by the following factors:
•Person characteristics
•Input - instruction & resources provided
•Output - the job’s performance standards
•Consequences - incentives for performance
•Feedback
Chapter 3
The Needs Assessment Process
Person Analysis:
To determine if training is the best solution - Is it a training problem, or a performance
problem?
Chapter 3
The Needs Assessment Process
Task Analysis:
Develop a description of the tasks performed on
a job as well as the knowledge, skills,
and abilities required to perform the job.
Chapter 3
The Needs Assessment Process
Task Analysis:
Knowledge = facts, figures and procedures
Skill = competency to perform a task
Ability = physical and mental capacities req’d.
Other considerations include equipment,
environment, performance standards, safety,
and time.
Chapter 3
The Needs Assessment Process
Task Analysis:
Four
1.
2.
3.
4.
steps - Select job(s) to be analyzed
Develop preliminary list of tasks performed
SME’s validate and confirm task list
Identify knowledge, skills, and abilities
Chapter 3
Needs Assessment Practice
After watching the following clip, you will:
Task Analysis –
1. Make a list of the specific tasks performed
2. Make a list of KSAs for each task
Person Analysis –
1. Expected performance level for each task
2. Rank if employee fails/meets/exceeds level
3. Analyze employee’s motivation
Chapter 3
Needs Assessment Practice