Identifying Training Needs Chapter #3. Why is demand for t and d increasing? Globalization Need for...

Identifying Training Identifying Training NeedsNeeds

Identifying Training Identifying Training NeedsNeeds

Chapter #3Chapter #3

Why is demand for t and d increasing?

• Globalization• Need for leadership• Need for more knowledge

workers• Expanding job market• Retiring boomers

AMA Survey• 38% of job applicants lack

necessary reading, writing, and math skills

• Retiring baby boomers• Increased diversity

Steps involved in program construction and

evaluation • 1. Training needs analysis• Organization level

• Task level• Person level

• Only 27% programs begin with needs assessment.

Training Steps cont.• 2 Employee readiness• 3. Objectives and outcomes• 4. Evaluation plan• 5. Select methods, deliver

program• 6. Monitor, evaluation, followup

At organizational level• Number ## 1 question• Will training help??????

• SWOT Analysis– Look at internal and external factors– Long and short term goals– Page #43

Do all performance gaps mean training is

needed?

How many need training?

• Now?• In the future?

• Employment planning #45• Concept Testing

• Attain core sample of ee• Survey sample of opinions

What role does organizational culture

play?• (Sea gull effect)

• Look #48 and #49

Task Analysis• Steps• Job Descriptions.>>>• Task identification>>>• KSA identification>>>>• Course objectives >>>>• Design program look#51

Job Descriptions• May not be any• May be old• May be incomplete if so• You will have to observe

• What tasks?• What responsibilities?• What KSA are needed?

Methods of task analysis # 56.57,58

• Stimulus Response• Time Sampling• Linear Sequencing• Critical incident• Job inventories Look #60• Future orientation job analysis

Next Where are performance gaps?

• KSA Identification• Knowledge, Skills, Ability• (Attitude)

After discovering performance gaps

• Then set outcomes and learning objectives.

• Outcomes /objectives must be• Specific• Measurable• Achievable• Realistic• Time limitations (SMART)

After goals are set• …then set evaluation methods• …and design the program• ….how will objectives be achieved?• Should we outsource?• What Methods?• Where should we train?

Program design must have both

• Content validity• training on KSA’s that are

relevant to the job

Individual Analysis• Who needs training and what

on?

First Look at • Inputs

• Do they understand job– Do they have needed resources?

» Do they external interferences?

– Outputs– what standards success will be measured by?

• Consequences• Are they any incentives to perform?

• Feedback– Is it frequent and specific?????

person analysis cont.• Look at• Motivation to learn• Basic skills• Cognitive ability• Readibility

• Readibility indexes

Other measures of job behavior

• Be careful of hidden judgmental errors

• Halo effects• Attractiveness• Bias

– selection bias demonstration

Look # 66,67• Behavioral Expectation Scales

(BES)

• Behavioral Observation Scales (BOS

Person analysis cont.• Economic measures

• Sales volume,injuries, scrapping, cycle times, absences, sick days etc.

• Proficiency measures– Work sampling, observation, written

job knowledge tests

Person analysis cont.

• Self assessment– 360 degree

feedback demonstration.