Beruflich Dokumente
Kultur Dokumente
ASSESSMENT
PRESENTED BY: MADHURI SHEKAR NAYANA PAWAR NEHA KULKARNI
Needs Assessment
Refers to the process used to determine whether training is necessary Because needs assessment is the first step in the instructional design process:
If it is poorly conducted, training will not achieve the outcomes or financial benefits the company expects
Key Concerns of Upper- and Midlevel Managers and Trainers in Needs Assessment
Upper-Level Managers Midlevel Managers Trainers
Organizationa l Analysis
Is training important to achieve our business objectives? How does training support our business strategy? What functions or business units need training?
Does the company have the people with the knowledge, skills, and ability needed to compete in the marketplace?
Do I have the budget to buy training services? Will managers support training?
Person Analysis
Who should be trained? How will I identify which employees need Managers? training? Professionals? Core employees?
For what jobs can training make the biggest difference in product quality or customer service? What tasks should be trained? What knowledge, skills, ability, or other characteristics are necessary?
Task Analysis
Interviews
Focus Groups
Documentation
Questionnaires
Focus Groups
Organizational Analysis Strategic Direction Support of Managers, Peers & Employees for Training Activities Training Resources
Do We Want To Devote Time and Money For Training? Task Analysis or Develop a Competency Model Work Activity (Task) KSAs Working Conditions
Person Characteristics Basic Skills Self-Efficiency Awareness of Timing Needs, Career Interests, Goals
Input Understand What, How, When to Perform Situational Constraints Social Support Opportunity to Perform
Output Expectations for Learning and Performance Consequences Norms Benefits Rewards Feedback Frequency Specificity Detail
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Process for analyzing the factors that influence employee performance and learning
Motivation to Learn
Learning Performance
Person Analysis Readiness for training refers to whether: Employees have the personal characteristics necessary to learn program content and apply it on the job.
The work environment will facilitate learning and not interfere with performance.
Person Characteristics
Ability and skill Attitudes and motivation
Input
Understand need to perform Necessary resources (equipment, etc.) Interference from other job demands Opportunity to perform
Output
Standard to judge successful performers
Consequences
Positive consequences/incentives to perform Few negative consequences to perform
Feedback
Frequent and specific feedback about how the job is performed
Self-efficacy - the employees believe that they can successfully perform their job or learn the content of the training program
The job environment can be threatening to many employees who may not have been successful in the past The training environment can also be threatening to people who have not received training or formal education for some length of time
Task Analysis
Task analysis results in a description of work activities, including tasks performed by the employee and the knowledge, skills, and abilities required to complete the tasks Should only be undertaken after you have determined from the organizational analysis that the company wants to devote time and money for training
Outcomes
What Trainees Need to Learn Who Receives Training Type of Training Frequency of Training Buy Versus Build Training Decision
New Products
Higher Performance Standards New Jobs
CHALLENGES OF TNA
CONCLUSION
Training needs assessment is the tool that Root Causes identifies organizational problems and their root cause.
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