Needs Analysis

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Needs Analysis

• Chapter 4

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Learning Outcomes

• By the conclusion of this discussion you should
• Understand the purpose and process of conducting
  a training needs analysis at each of the three
  levels
• Organizational
• Operational
• Person
• Have the information necessary to conduct your
  own training needs analysis.

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Purpose of Needs Analysis

• Determines performance deficiencies (Expected
  Performance Actual Performance)
• reactive
• proactive
• Determines causes and solutions
• Provides pre-training benchmark
• Focuses training
• Provides starting point

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What TNA should do?

• Increase chances that the time and money spent on
  training will be well spent.
• Determine the benchmark for evaluation of
  training.
• Increase the motivation of participants.
• Align training activities with the strategic plan.

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Needs Analysis Process

• Outcomes
• Learning focus
• Participants
• Type
• Timing
• Resources
• Other HR/business solutions

What is the context?

• Triggers
• Red Flags
• Lack of basic skills
• Poor performance
• Technology
• Customer demands
• Innovation
• Raising the bar
• New job
• Regulations
• New direction
• Organizational change

Training needs
Organization analysis
Operational analysis
Where is training needed?
Person analysis
Non-training needs
Who needs training?
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Organizational Analysis

• Looks at the internal environment and determines
  its fit with organizational goals and objectives.
• Define mission and strategies current standings
• Examine resources and allocation of resources
• Analyze internal environment
• Impact of internal environment on transfer
• Outcome A determination of where the
  organization wishes to be (EP) and where the
  organization is (AP) and which areas need to be
  focused on in order to close the gap.

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Operational Analysis/Job Analysis

• Examines the specific jobs to determine the tasks
  required and the KSAs necessary to perform job at
  expected level (EP)
• Analysis steps
• Conduct a job analysis
• Identify any roadblocks in the task environment
• Outcome Expected performance (EP) of individuals
  in the location specified in the organizational
  analysis. A list of KSAs and tasks required.

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Person Needs Analysis

• Examination of people performing the job to
  determined their actual performance levels.
• Identify Performance Deficiencies
• (expected performance (EP) - actual performance
  (AP))

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Personal Analysis Data

• Performance appraisal information
• 360, self-ratings, supervisory ratings
• Performance data
• Proficiency tests
• Attitude surveys

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Group Activity

• Divide into groups and discuss a performance
  deficiency
• Bad grades
• Absenteeism and/or tardiness
• Customer service
• List possible causes of performance deficiency.
• One scribe from each group will list ideas on
  board
• Complete in 5 minutes

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Outcomes of TNA
Train
Dont Know How Lack KSA
Non-training Give what is needed, remove obstacles
Cant Lack support, authority, tools
Non-training Give reasons, create consequences
Wont Lack motivation
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Group Activity Part 2

• Categorize all the performance gaps into one of
  the three outcome categories
• Dont Know How
• Cant
• Wont
• One scribe from each group will update list ideas
  on board
• Complete in 3 minutes

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TNA Data

• All three areas are highly inter-related.
• Can conduct all levels at the same time.
• Development of employees should be top priority.
• Employees must have a positive perceptions about
  the TNA process.

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Fabrics Inc.

• Needs Analysis Example

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Conclusion

• The training needs analysis (TNA) process is
  vital to designing, developing, facilitating, and
  evaluating an effective training program.
• Conducting a TNA involves in depth investigative
  research on all three levels organizational,
  operational and person.