Training Needs Assessment:

A Systematic Approach

Remember, training is not

what is ultimately important
performance is.
Marc Rosenberg

Did you know...

Not more than 6-10 % of
expenditures in training actually
result in transfer to the job.
Broad and Newstrom

Key Skill

Asking questions

Asking the
RIGHT
questions!

???

In the Real World

You cannot afford to not do a front-end

analysis
Something is better than nothing
Do the best you can
Need to have a theoretical base
Key skill: Focus your questions

Needs Assessment Definition

A needs assessment is the process of
identifying performance requirements
and the "gap" between what
performance is required and what
presently exists.

Macro vs. Micro

Macro
Micro
aligned with
initiated by
strategic goals
performance
three levels
problems or change
organizational assessment done to
clarify problem,
occupational
determine if training
individual
is the solution,
analyze
performance, and
characteristics of
trainees

Instructional Design Process

ANALYZE

DESIGN

DEVELOP

IMPLEMENT

EVALUATE

Why ISD?

On the job
performance

GAP

Classroom or
other type of
training or
intervention

Analyze
What is the

problem?
Is it a training
problem?
What skills and
knowledge should
be included in the
training program?
Who needs to be
trained?

Problem Analysis
Performance Analysis
Task/Competency

Analysis
Learner Analysis

What is Problem and

Performance Analysis?
Clearly defining the

problem or opportunity
A formal procedure used to
analyze defined needs to
determine their causes and
identify appropriate
solutions.

P. 28

P. 32

Robert Mager
1. Define the problem?
2. Determine the importance
Is it worth solving?

3. Determine the cause(s)

4. Identify training vs. non-training
solutions
5. Select the best (most costeffective)
solutions

P. 31

Step 1: Define the problem

Describe Discrepancy
DESIRED PERFORMANCE (Optimals)
- ACTUAL PERFORMANCE (Actuals)
= POSSIBLE TRAINING NEED

P. 34

Step 2: Is it important?
Why is it important?
What if you did nothing?
How big is it? (Quantify if

possible)
Who cares?
Is the cost of the discrepancy
high enough that it seems
worth pursuing a solution?

If the answer is no..

IGNORE
REJOICE

Step 3: Determine Cause(s)

Is it a problem of skill
or
a problem of will?

I dont
I dont
wanna!
wanna!

I dont know
how.

Yes, it is a skill deficiency

Arrange Formal
Training

no

Used to
do it?
yes

Arrange Practice

Arrange
Feedback

no

Used
often?
yes

Other questions
Change the
Job
Arrange onthe-job
training
Transfer or
terminate

Simpler
way?

Potential
?

If a skill deficiency..
Provide training
Provide practice
Provide feedback
Simplify the task
Develop a job aid
OJT
Transfer
Terminate

P. 37

Yes, it is a problem of will...

Performance
punishing?

Non-performance
rewarded?

Does performance
matter?

Remove
Punishment

Arrange
Positive
Consequences
Arrange
consequences

And one last question...

Obstacles?

Remove
Obstacles

Step 4: To train or not to

train?
First determine

cause(s)
Only then look at
possible solutions
Seek integrated
solution systems
that get to the root
of the problem

Calculate cost
Select best
solution(s)
Implement

P. 39

To solve a performance issue

Training may not be the answer
Training may not be the only answer

P. 39

Cause

Solution

If skill or knowledge.training
If lack feedback..feedback,

standards
If not motivated.rewards,
consequences
If unclear expectations..std, measure,
discuss
If job environmentchange environment
If potentialchange personnel

P. 40

If training is the answer.

Formal training
Self study
Technology based
Job

related/workplace
approaches

Outcomes of Problem and

Performance Analysis
More complete picture of problem
Is it training? Is it training plus
Make solid recommendations
If is training or job aid.on to task or

competency analysis!

P. 42

Task/Competency Analysis
What do learners need to learn?
Task Analysis
For more skill
oriented jobs
When need
consistent set of
training
requirements

Competency Analysis
Soft skills training
such as mgmt,
supervision
Professional jobs
Career pathing
Leadership
development

Steps in Task Analysis

Break job into

major functions
Break functions
into major tasks
Break tasks into
steps
Identify training
outcomes

Task Analysis Interviews

Managers
Best performers
Job incumbents
Subject matter

experts

Competency Analysis
What are competencies?
Enduring characteristics of a person that

result in superior on-the-job performance

Areas of personal capability that enable
employees to successfully perform their jobs
by achieving outcomes or successfully
performing tasks

What is a competency
model?

Identifies the competencies necessary for

each job as well as the knowledge, skills,

behavior, and personality characteristics
underlying each competency.

What do you want to know?

General

characteristics
Specific knowledge
and skill
Learning styles
Special needs

P.
61

Information is Used in Three

Important Ways
To help determine

where to begin the

content of the
training program
To determine how
to present the
content
To get buy-in

Methods for collecting data

Data gathering is cornerstone of any needs

assessment project
Can be time consuming

Data Collection Methods

Interviews
Surveys/

Questionnaires
Focus Groups
Observation
Existing Data

Final Exam
Why do we bother with needs analysis?
Where does TNA fit in the ISD process?
T or F: Training is the solution to most

performance problems.
What are at least 4 methods of collecting
data?
What is the key skill one must use in
conducting an effective needs analysis?

If you think training

is expensive,try
ignorance.

Thank
You!