Needs Analysis

Chapter #4

Learning Outcomes
By

the conclusion of this discussion you should:

Understand the purpose and process of

conducting a training needs analysis at each of the three levels:

Organizational Operational Person
Have the information necessary to conduct your

own training needs analysis.

Purpose of Needs Analysis

Determines performance deficiencies (Expected Performance Actual Performance)

reactive proactive

Determines causes and solutions Provides pre-training benchmark Focuses training Provides starting point

What TNA should do?

Increase

chances that the time and money spent on training will be well spent. Determine the benchmark for evaluation of training. Increase the motivation of participants. Align training activities with the strategic plan.

Needs Analysis Process

What is the context?

Outcomes
Training needs Learning focus Participants Type Timing Resources

Triggers Red Flags

Lack of basic skills Poor performance Technology Customer demands Innovation Raising the bar New job Regulations New direction Organizational change

Organization analysis Operational analysis Person analysis

Where is training needed? Non-training needs

Other HR/ business solutions

Who needs training?

Organizational Analysis

Looks at the internal environment and determines its fit with organizational goals and objectives.
1. 2. 3. 4.

Define mission and strategies & current standings Examine resources and allocation of resources Analyze internal environment Impact of internal environment on transfer

Outcome: A determination of where the organization wishes to be (EP) and where the organization is (AP) and which areas need to be focused on in order to close the gap.

Operational Analysis/Job Analysis

Examines the specific jobs to determine the tasks required and the KSAs necessary to perform job at expected level (EP) Analysis steps:
1. 2.

Conduct a job analysis Identify any roadblocks in the task environment

Outcome: Expected performance (EP) of individuals in the location specified in the organizational analysis. A list of KSAs and tasks required.

Person Needs Analysis

Examination

of people performing the job to determined their actual performance levels. Identify Performance Deficiencies
(expected performance (EP) - actual performance (AP))

Personal Analysis Data

Performance

appraisal information

360, self-ratings, supervisory ratings

Performance

data Proficiency tests Attitude surveys

Group Activity

Divide into groups and discuss a performance deficiency:

Bad grades Absenteeism and/or tardiness Customer service

List possible causes of performance deficiency. One scribe from each group will list ideas on board Complete in 5 minutes

Outcomes of TNA
Dont Know How
Lack KSA

Train

Cant
Lack support, authority, tools

Non-training Give what is needed, remove obstacles

Wont
Lack motivation

Non-training
Give reasons, create consequences

Group Activity Part #2

Categorize

all the performance gaps into one of the three outcome categories:
Dont Know How

Cant
Wont
One

scribe from each group will update list ideas on board Complete in 3 minutes

TNA Data
All

three areas are highly inter-related. Can conduct all levels at the same time. Development of employees should be top priority. Employees must have a positive perceptions about the TNA process.

Fabrics Inc.
Needs Analysis Example

Conclusion
The

training needs analysis (TNA) process is vital to designing, developing, facilitating, and evaluating an effective training program. Conducting a TNA involves in depth investigative research on all three levels: organizational, operational and person.