Reference no: EM133013467

Mini Training and Development.

Conducting a Needs Assessment is an essential function of every instructional designer and trainer. 

The training needs assessment identifies the current level of competency, skill or knowledge and then compares it to the standard required for the competency, skill or knowledge in order to identify and measure the gap.

Training Needs assessments can be conducted anytime but are most effective when they are managed rigorously and before any training efforts are contemplated. They are critical to determining the exact training needs, assessing employees' knowledge and skills, and determining the training program's ROI or effectiveness.

Question:

1) Select and describe a current or previous situation in the past that could have been remediated by training.

2) Describe the situation, provide as much detail as you can recall:

3) Conduct a mini-training needs assessment by following the next four steps.

Step 1- Identify the Business Need

 Contrary to what many believe, not every problem is a training problem. The assessment must be conducted with a clear vision. Ask questions. Ask lots of them. Here are a few to get you started:·     

• Who are the stakeholders? Name them.
•   Why does the organization feel it's important to conduct a training needs assessment?
•    What is the end result the stakeholders, usually the employees, managers and executive team, intends to accomplish?
•    Will training accomplish the desired end result?
•    Are there other factors or other possible solutions, such as job analysis, performance goal clarification, reorganization/reengineering or employee engagement, at play, and are any of them suitable?

Step 2: Perform a Gap Analysis

Performing a gap analysis is the second step in determining if/or what the training needs are for the organization.  Establishing the current state is essential to be able to both understand and measure the difference between the competencies, skills, and knowledge of the desired state.

There are various ways to assess the current state in order to establish the baseline. Some of these tools are:

• A review of the HR records, including job descriptions, performance standards, accident and safety records, operating production records, sales productions, expense records, exit interviews, prior engagement surveys, etc.
• Individual interviews of key stakeholders, including supervisors, managers, employees, and clients.
• Focus groups are another way to gain information about the organization from groups of employees, supervisors, managers, executive managers and clients.
• Survey, questionnaires, self-assessments and 360° feedback appraisals can provide invaluable information for the gap analysis.
• Observations are the final method to gather information for a complete gap analysis.

List 2 to 4 ways you will use to establish the current state and provide the basis to gauge the gap.

Step 3: Assess Training Options

The third step of a training needs assessment is to generate a list of training options and needs. This allows the list to be assessed based on the goals listed above and prioritized.

Training needs are forced ranked, 1 to 3, with 1 being most critical and 3 being not urgent to decide if it is a training problem, and how to address it.

For example:

• Solution to a problem- example if employees are having performance issues, additional on the job training can be provided to support improved performance.
• Cost- training is expensive.Determine how much money is available to cure the problem, or is there another remedy?
• Return on investment- determine the ROI by costing the expense of training and calculating the time it takes to pay back the investment. In short, how long will it take to recover the expense of training.Key question here:is the problem fixed?
• Legal compliance- sometimes there is no choice.Training is mandated.Example preventing sexual harassment.
• Time- how much time do you have?Perhaps you should take another look at building skills, or going outside to buy the talent?
• Remaining competitive- this happens when new technology or new product developments occur, and to remain "in the game" your organization may need to remain competitive.

List two of the training needs in your situation and rank them. Select one of more of the above assessments

Step 4: Report Training Needs and Recommend Training Plans

The final step in a training needs analysis is to report the findings and make recommendations. This process takes into account the priority of the issue, the related expense and the timing.

Consider the following with your situation: (not every one of these will apply)

What training is currently offered, and should it continue? Replace it?

Will the training be conducted internally or externally?

Should you bring in a trainer to train a small group at one time?

Should you have a subject matter expert, or should you hire one?

Can the training be conducted online?

What is the optimal learning style of the participants?

Are the participants at one location or are they scattered?

Share your final thoughts, and final recommendations for the training needs assessment that you have identified?