IT Training Needs Assessment?

IT Trait Obsolescence Process Modification Use vendor training for very specialized skills/tasks Define supported tools/apps/skills and limit training to these Define supported tools/apps/skills and limit training to these For static info develop documentation For active info consider the fastest Training method Identify audience groupings related to skills/knowledge/performance needed. Tweak content/materials for each audience. Train the Trainer use department IT stars
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Enormous amt of possible subject matter: New products daily New services daily CHANGES daily! Entire campus as possible audience with different needs/levels/application for same tasks

The linkage of Assessment and Evaluation

Evaluation Along the Way

Phase 1 - Analysis phase Determining if it really is a training problem Make sure there isnt already a solution available Phase 2 - Design phase Ensure the course content link directly to the objectives Phase 3 - Development phase Perform rapid-prototyping (implement-evaluate-implementevaluate-etc) or Have another training specialist check the solutions Phase 4 Implementation phase Use Level 1 evaluations (next slides)

Four Levels of Evaluation

Reaction Learning Behavior or performance Outcomes or results

Level One - Reaction

Measures and evaluates the learners reactions and opinions about training program itself Does not measure what new skills the learners have acquired or what they have learned that will transfer back to the working environment. Method - Attitude questionnaires after classes

Sierra Associates 2008

Level One - Questions to Ask

Rate the instructor Rate the course Estimate how much you have learned in the course Rate the effectiveness of the instructor in stimulating your interest in the subject Rate the effectiveness of this course in challenging you intellectually Minimally What major conclusion did you draw from today's session? What major questions remain in your mind?

Level Two - Learning

Measures and evaluates the changes in the participants skills, knowledge, or attitudes as a result of the training: did they learn anything?

Methods Pre- and post-testing Questions should be directly linked to the selected tasks and the course content

Level Three - Performance (behavior)

Measures and evaluates the transfer of the learning to the job or organization: can and do people use their newly acquired learning on the job? Methods Formal (testing or Manager interview) Informal (observation) Must take place after the learners have returned to their jobs

Level Four - Results

Measures and evaluates the impact of the training on the productivity and profitability of the organization: what "return" has the organization received from the training? Methods Develop a "balanced scorecard with four perspectives Financial Customer Satisfaction Internal Perspective Innovation and Learning Linked to Vision/Mission statement on these aspects Allow time for the behavior change to take place Evaluate both before and after the program

 THANK YOU

Sierra Associates 2008

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