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Objectives
Participants will be provided the information and tools needed to conduct a basic Needs Assessment for course development. Participants will be provided the information and tools needed to conduct a Course Evaluation. Participants will be provided some tips on structuring budget requests.
Learning is provided in order to improve performance on the present job. (Nadler, 1984)
What have you done today to enhance (or at least insure against the decline of) the relative overall useful-skill level of your work force vis-a-vis competitors? - Tom Peters Thriving on Chaos
To Train or Not
High
Problem: Systemic
Job Knowledge
Problem: Bad Fit Method Consider improper placement of employee in the position
Low
My Favorite Two
Training Approaches
Intervention Approach Training is an intervention for solving problems involving employees. Focus is on performance and/or organizational results as corrections to problems. Steps taken when performance issue is identified. System Approach Training is a part of a continuous improvement process, fully integrated in the regular process of organizational improvement. Some steps done only once.
Needs assessment is the systematic effort that we make to gather opinions and ideas from a variety of sources on performance problems or new systems and technologies. Allison Rossett (1987)
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Task Analysis/Inventory
What The breakdown of performance into detailed levels of specificity Statements of
what will be done how it will be done for what end result Ex: Produce weekly summary Help Desk reports for all calls using a provided Excel template to be delivered to IT Director on Fridays.
Why To determine the operational components of a job, skill, goal, or objective To describe what and how they are performed To describe the sequence and scope
Task Inventory
When Whenever there are new processes or equipment, when job performance is below standards, or when requests for changes to current training or for new training are received
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Task Number and Task: 0742-1 Types orders received by mail, telephone, or in person at a minimum rate of 45 WPM into a computer database under general supervision of the Help Desk Manager to document calls. 0742-2 Receives and answers customer questions under close supervision of the Help Desk Manager in order to provide good customer relations. 0742-3 Delivers triage and delivery information received by mail, telephone, or in person under general supervision of the Help Desk Manager to fulfill customer requests. 0742-4 Acts as liaison between customer and various departments under close supervision of the Help Desk Manager in order to provide good customer satisfaction. 0742-5 Post and maintains records in a computer database without supervision to provide the department with historical records for statistical needs. .
Sierra Associates 2008 13
An intervention is required New processes and/or procedures New equipment/hardware New Applications New technologies Change in staffing Reduction in productivity Governmental mandates Security breaches Routinely, as part of continuous improvement process
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Produce weekly Emp. often makes Reports are fully summary Help Desk mistakes, missing info complete and accurate reports for all calls using approx 50% of the time every week a provided Excel template to be delivered Emp. repeatedly asks forEmp. is able to produce to IT Director on Fridays. assistance on producing report with no assistance report, particularly on recalculating Pivot tables
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Tasks Selection
What A determination of which tasks will be addressed in the training Directs course objectives Why To determine the scope and content of the training When
An intervention is required New processes and/or procedures New equipment/hardware New Applications New technologies Change in staffing Reduction in productivity Governmental mandates Security breaches Routinely, as part of continuous improvement process
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Tasks Selection
Required The task/topic is required by law or for safety Risk There is a high risk if task is not done correctly The task is critical Complexity Task is difficult or complex Task is done frequently Task is time-consuming Task is critical to the performance of the role/project Team Considerations Task requires coordination with other staff or with other tasks Task is part of a collective set of tasks Performance Task is required for acceptable role performance Task distinguishes star performers Task Selection
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Select - Criteria
Produce weekly summary Help Desk reports for all calls using a provided Excel template to be delivered to IT Director on Fridays.
Include Performance
Emp. repeatedly Emp. is able to asks for assistance produce report on producing with no assistance report, particularly on recalculating Pivot tables
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Budget
What do They want? The greatest needs addressed with the least cost (ROI) Structure your requests by Projects supported (the bigger the better) Productivity increase expected (SWAG!) Number of employees to affected by a particular course/product (one product, many people) Problems solved with metrics
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2. Select which tasks 3. Develop performance measures 4. Select method of instruction/setting 5. Estimate costs/budget
Use the most reported from the survey You decide based on time and resource limits for course Lecture/classroom
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Lunchtime Assessment
1. Gather a possible audience (Pizza works well.) Ask each person to write down their ten most important training needs in a particular area. Emphasize specific needs. A good format is I need to know how to 2. Capture the training needs on the white board or flip chart. Avoid duplicate answers by questioning. 3. Use a weighted voting process to prioritize the training needs across the group (sticky dots) to prioritize the list. Give half as many dots as there are items. Tell needs assessment participants to place their dots on the chart to vote for their priorities. 4. List the training needs in order of importance, with the number of points assigned as votes determining priority, as determined by the sticky dot voting process. A Step Beyond Have each person mark their top two needs on their lists of ten most important and then collect the lists. Share these Top Twos with the manager for personal development work.
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environment
audience or supervisors
or personnel records
TASKS
Review job descriptions, policy statements, and trouble reports specifications, and marketing guidelines
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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
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Methods Pre- and post-testing Questions should be directly linked to the selected tasks and the course content
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Big Picture
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References
Rossett, Allison, (1987). Training Needs Assessment (Techniques in Training and Performance Development Series. Educational Technology Pubns (August 1987) Kirkpatrick, Donald, (1994). Evaluating Training Programs The Four Levels. San Francisco, CA: Berrett-Koehler Publishers, Inc. Multimedia Courseware Development Guide http://www.tradoc.army.mil/tpubs/pams/p350-70-2.doc
Writing a learning objective standard that measures Learning Objective (LO) performance. http://www.asat.army.mil/briefings/Learning%20objective%20standard%20writing.
Big Dog's Performance Coaching Page http://nwlink.com/~donclark/perform/coach.html Design Training Needs Assessment Surveys http://adulted.about.com/od/trngneedsasst/a/TNAsurveys.htm
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Resources
First Things Fast: A Handbook for Performance Analysis by Allison Rossett (Nov 6, 1998)
Job Aids and Performance Support: Moving From Knowledge in the Classroom to Kno by Allison Rossett and Lisa Schafer (Nov 3, 2006) A Handbook of Job Aids by Allison Rossett and Jeannette Gautier-Downes (Jun 15, 1991) Beyond the Podium: Delivering Training and Performance to a Digital World by Allison Rossett and Kendra Sheldon (May 23, 2001) Article What is a Balanced Scorecard http://www.balancedscorecard.org/BSCResources/AbouttheBalancedScorecard/tabid/ 55/Default.aspx
Training Requirements
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Kristi Thompson is the Principal of Sierra Associates. She has over 20 years of experience in the development of stronger work environments. Kristi works with groups on workplace and relationship processes to redirect the focus and perspective, resulting in higher morale, focus and productivity. She has applied her expertise in the high-performance manufacturing, service industry, hi-tech companies, academic institutions and the medical field. She has presented on numerous topics such as Change, Conflict, Team Development and Quality Improvement. Kristi received her Masters of Education from the University of Massachusetts Amherst and her Bachelors of Science in Chemistry from Worcester Polytechnic Institute. Sierra Associates 8 Munn Road Monson, MA 01057 413 267 3585 Cell: 508 789 4112 www.KristiThompson.com sierra@samnet.net
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Pros
Can customize per audience Can be anonymous Can and should ask different style questions Efficient in collecting lots of data The easiest way of collecting needs assessment data. -Provides management/HR perspective
Cons
% return is often less than 20% Takes time and skill to develop well Directed/limited answers Should be limited to 10 minute completion time What people tell you and what they really do may differ Cant probe deeper May be difficult or impossible to obtain desired documents May require interpretation/ explanation
Interview managers/ Good for complex or supervisors undefined problems/areas Can be modified on the fly Personal touch
Sierra Associates 2008
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Good for complex or undefined problems/areas Can be modified on the fly Personal touch Ideas can build on each other Relatively effective and efficient
Task Inventory
Task Inventory
3. Select which tasks will Discuss with be addressed manager/department head/client 4. Build performance measures for the trained tasks Review performance appraisals Interview manager/department head Interview manager/department head Ask HR/EAP
Task Selection
Task Selection
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