You are on page 1of 18

Need Assessment

Lesson 3

Need Assessment
Training need assessment is a systematic process of determining what cause performance to be less than expected.

Why Need Assessment
• To determine what caused the performance problem • Define the content, objective and method of training • Define the expected performance level • Determine if training can correct the performance problem

Triggers of Training Need Assessment
Legislation Lack of Basic skills Poor performance New Technology New products High Performance standards New jobs

Process of Training Need Assessment
• What is the context- Organizational Analysis • Who need the training- Person Analysis
• In what they need the training- Task/ Operation Analysis

Organizational Analysis
Analysis of the …… • Mission and strategies of the organization • Resources and allocation of the resources ( capital, human resource) • Total internal environment-examination of the structure, policies and procedure, job design, workflow process etc …….in place to determine how they effect employee Performance Support of managers, peer and employees.

Need Assessment Techniques
Observation Questionnaire Interview Focus Group

3-8

Key Concerns of Upper- and Midlevel Managers and Trainers in Needs Assessment
Upper-Level Managers Organizational analysis Is training important to achieve our business objectives? How does training support our business strategy? What functions or business units need training? Midlevel Managers Do I want to spend money on training? How much? Trainers Do I have the budget to buy training services? Will managers support training?

Person analysis

Who should be trained? Managers? Professionals? Core employees? For what jobs can training make the biggest difference in product quality or customer service?

How will I identify which employees need training?

Task analysis

Does the company have the people with the knowledge, skills, and ability needed to compete in the marketplace?

What tasks should be trained? What knowledge, skills, ability, or other characteristics are necessary?

Organizational Analysis
Mission statement of X company“ Our mission is to continually improve our products and services to meet our customers needs, allowing us to prosper as a business and provide a reasonable return to our stakeholder” Strategy from this statement is –

Quality Customer first

Person Analysis
Person Characteristics Basic Skills Cognitive ability- Verbal comprehension, quantitative ability and reasoning) Reading Level Self efficacy Awareness of Training Needs, Career Interest, Goals)

Person Analysis
Input • Understand what, how and when to perform • Situational constraints- tools, equipment, materials etc • Social support Output Performance standards Expectation from training

Person Analysis
Consequences Norms Benefits Rewards Feedback Frequency

Task Analysis
Interview with the SMEs Managers One who is performing the task

Task performance rating
Frequency 4- performed once in a day ( often) 3- performed once in a week 2- performed once every few months 1- performed once or twice in a year 0- task not performed

Task performance rating
Importance 4- critical and effective 3- important but not critical 2- some importance 1- no importance 0-task not performed

Task performance rating
Difficult 4- requires ( 16-18 months) ( most difficult) 3- requires training ( 6-12 months) 2- requires training ( 1-6 months) 1- does not requires training ( easiest) 0- task is not performed

Steps in a Task Analysis
• Select the job to be analyzed • Develop a preliminary list of tasks performed by the job • Validate or confirm the preliminary list of tasks • Identify the knowledge, skills, or abilities necessary to successfully perform each task.

Recruiter
Job Description • Basic understanding of the requirement from TL or PM • Reading or Analyzing a resume • Finding a fit • Reason for short listing • Basic maths to count years of experience