Module - 1

TRAINING NEEDS ASSESSMENT

Task Analysis
Defined: A description of the job that results in a statement of the activities that are performed on the job and the conditions under which the job is performed. Job description:
narrative statement about what person does on the job includes requirements, actions, results, equipment and materials

Task Identification
Task specification - More detailed focuses on overt, observable behaviors involved in job obtained by interviewing SMEs or observing the job
linear sequencing
write down, step by step, what you did so that someone reading your description could perform your job (works with routine jobs)

critical incident technique

describe incidents of effective and ineffective job behavior you have observed over the last ___ months. Can get information from others.... Peers, supervisors, etc.

Job inventory (task inventory)

structured questionnaire, covers all possible tasks on job...

Determination of Relevant Tasks

Focus on tasks that are
critical for the job frequently performed difficult to learn difficult to perform

Differentiate between tasks that need to be learned on the job, and ones that require training Ask SMEs to rate different task dimensions
get average responses, and double check items with high variance

Determination of KSAs
Once you know what relevant TASKS are, need to determine KSAs required to perform tasks Interview SMEs on what KSAs are required for relevant tasks Have SMEs rate the KSAs on importance, difficulty in learning and opportunity to acquire

BOTTOM LINE OF TASK ANALYSIS

You should know

What tasks are performed in the job What tasks are critical for the job What knowledge, skills and abilities are required to perform those critical tasks

Person Analysis
Purpose
Who needs training and of what kind?
Flows from task analysis: How well does the person in the job perform the critical KSAs? Differentiate between target group for training - current or future employees
each may need different types of training person analysis for incoming employees may be based on recent hires

Person Analysis contd

Can they be trained?
Literacy, physical and cognitive ability, self efficacy, etc.

Do they they want to be trained? Is this a training problem

this should flow from organizational analysis
Could the person do it if his/her life depended on it?
Yes? NOT a training problem

Person Analysis... How To

Obtain data from
Performance appraisal
behavioral measures economic measures

surveys observation proficiency tests interviews focus groups

Competency Models
Refers to areas of personal capability that enable employees to successfully perform their jobs by achieving outcome or successfully performing tasks.
Can be KSAs, attitudes, values or personal characteristics

Competency models
identify the competencies necessary for each job as, as well as the knowledge, skills, behaviors and personality characteristics underlying each competency must be validated

Example of competency statements...

Source: Mirabile, R.J. 1997. Everything you wanted to know about competency modeling, Training and Development, 73-77.

For Systems Engineer Systems architecture

Ability to design complex software applications, establish protocols, and create prototypes

Data Migration
ability to establish the necessary platform requirement to efficiently and completely coordinate data transfer

Documentation
ability to prepare comprehensive and complete documentation including specifications, flow diagrams, process control and budgets.

Outcome of Needs Assessment

Organization, task and person analyses give information on who needs training, what kind of training is needed, and the organizational support and barriers to training. This information is used to
develop training objectives, design training, and evaluate its effectiveness

Pitfalls

Training Objectives
Specifies what trainee is expected to know describes conditions under which trainee will perform indicates criteria of successful performance level of performance expected
By the end of CPR training, trainees will be able to resuscitate victims within X minutes By the end of conflict management training, trainees will develop 5 conflict management goals.

The Dept. of Social Services represents a large portion of your countys budget and total number of employees. The job of eligibility technician is responsible for all client contact, policy interpretation and financial decisions related to several forms of public aid (food stamps, aid to families, etc. Eligibility techs must read a large number of memos and announcement of new and revised policies and procedures. The techs were complaining that they had difficulty reading and responding to this correspondence. The county decided to send them to a speed reading program costing $250 per person. The county had 200 eligible techs. Preliminary evaluation of the speed reading program was that trainees like it. Two months after training was conducted, the techs told their managers that they were not using the speed reading course in their jobs, but at home. When asked why, the employees stated I never read those memos and policy announcements anyway. What is wrong with this picture?