MAGANDANG BUHAY!

SCENARIO
• Your sales director complains that her representatives are not
making their monthly quotas. She is convinced they need more
sales training to address this issue and asks you to design
something by the end of the week.

• If you are the HR/TRAINER, What would you do?

 ASSESSING SCENARIO PERFORMANCE ISSUE
Some HR would answer that they would design the training without asking question.
BUT you have to ask “How do you know that training will fix the problem?”

“What other influences might be affecting the sales representatives’ performance?”

Some HR would answer that they would collect more information before designing training
BUT you have to ask “What types of questions?” “Who would you ask?”

As an HR/TRAINER you NEED to determine the exact cause of

the sales representatives’ failure to meet their sales quota and
whether training is the answer?
 ASSESSING SCENARIO PERFORMANCE ISSUE
As an HR/TRAINER we need to know what to do about the performance issue (low sales quotas).
As an HR/TRAINER we first need to know what the desirable performance outcome is.
How much in sales is expected?
We also need to know the cause(s) of the low quota numbers.
Possible scenarios could be a result of:
Equipment issue
Unclear expectations
Lack of knowledge or skills
Poor attitude
Low motivation
THEREFORE:
• There is not enough information provided by the manager to assess
that TRAINING IS THE RIGHT SOLUTION to address the
performance issue.
• The trainer or HR professional should collect more information in the
form of a NEEDS ASSESSMENT.

REMEMBER:
• Training is the appropriate intervention when a performance issue is
caused by a knowledge or skill deficiency.
CONDUCTING A NEEDS
ASSESSMENT
LEARNING OBJECTIVES
1. Describe the role of a training needs
assessment to address performance issues.

2. Discuss the reasons to complete a

training needs assessment.

3. Discuss the role of organization analysis,

person/learner analysis, and task analysis in
needs assessment.
 INTRODUCTION
⚫ The design process begins with a needs assessment
⚫ Subsequent steps in the process include

 Ensuring that employees have the motivation and basic skills necessary to learn
 Creating a positive learning environment

 Making sure that trainees use learned skills on the job

 Choosing the training method and evaluating the results