Individual Needs Individual Needs Assessment For Assessment For TrainingTraining

Kevin A. HeikkinenKevin A. Heikkinen

February 19, 2001February 19, 2001

OISM 470W, Section 03OISM 470W, Section 03

ObjectivesObjectives

1. What is individual needs 1. What is individual needs assessment for training?assessment for training?

2. How the whole process works.2. How the whole process works. 3. The involvement of training.3. The involvement of training. 4. The benefits of training.4. The benefits of training.

Needs Assessment Needs Assessment Includes?Includes?

Definition Definition

Types of AssessmentTypes of Assessment

Needs assessment includes:Needs assessment includes:

-Educational skills-Educational skills

-Organizational needs-Organizational needs

-Identifying gaps-Identifying gaps

Assessment Has Two Assessment Has Two PhasesPhases

Employee Assessment:Employee Assessment:

Environment Environment Assessment:Assessment:

Individual Needs Individual Needs AssessmentAssessment

Slowing down your work process or Slowing down your work process or need extra skills in a certain area need extra skills in a certain area of work?of work?

– Example: get the correct skills training.Example: get the correct skills training.– Example: need more experience in a Example: need more experience in a

certain skills area such as math skills or certain skills area such as math skills or computer skills?computer skills?

Internal AssessmentInternal Assessment

Internal assessment can be very Internal assessment can be very important to a company.important to a company.

– Employees.Employees.– Managers.Managers.

Needs AssessmentNeeds Assessment

Needs assessment can be seen Needs assessment can be seen from the inside of the company or from the inside of the company or it can be seen through external it can be seen through external sources.sources.

Needs Assessment

Companies often attack productivity problems with more training.

–““Needs assessment services can range Needs assessment services can range from a two-day observation-based model from a two-day observation-based model to a comprehensive data-driven to a comprehensive data-driven approach with skills testing.”approach with skills testing.”

–Example: MerexExample: Merex

Partnership BuildingPartnership Building

Conducting needs Conducting needs assessments:assessments:

–The needs assessments The needs assessments used in companies which used in companies which help make their help make their partnerships more partnerships more productive and also more productive and also more agreeable. agreeable.

Training Needs Training Needs AssessmentAssessment

““A training needs assessment A training needs assessment provides vital information about provides vital information about the real needs of the organization. the real needs of the organization. This pre-training tool helps a This pre-training tool helps a company to strategically identify company to strategically identify specific areas needing attention specific areas needing attention (training and non-training). The (training and non-training). The assessment results help target assessment results help target training more cost-effectively.”       training more cost-effectively.”      

Types of TrainingTypes of Training

Formal training Formal training –Example:Example:

On-the-job (OJT) On-the-job (OJT) trainingtraining

–Example:Example:

Strategic TrainingStrategic Training

Program AIM:Program AIM:–Nature of assistance:

Making a Strategic Investment in Making a Strategic Investment in Training:Training:

Training IssueTraining Issues:s:– What happened when the United States Office What happened when the United States Office

of personal management, Office of workforce of personal management, Office of workforce relations performs test on training.relations performs test on training.

– Results:Results:

Training Design and Development Training Design and Development Services—Services—

The myth for good The myth for good training:training:

–Example:Example:Effective training:Effective training:

–Example:Example:

NSW Vocational Education and NSW Vocational Education and Training Strategic Plan 1998-2000Training Strategic Plan 1998-2000

The The NSW Vocational NSW Vocational Education and Education and Training Strategic Training Strategic Plan 1998-2000 is:Plan 1998-2000 is:

Employee BenefitsEmployee Benefits

Many employees get benefit out of Many employees get benefit out of performing training. performing training.

Employees get more job Employees get more job knowledge and realize they have knowledge and realize they have choices in their futures.choices in their futures.

Organizational BenefitsOrganizational Benefits

Know what their training needs Know what their training needs are.are.

Why provide a kind of training.Why provide a kind of training. Develop and new knowledge.Develop and new knowledge.

Additional Organizational Additional Organizational BenefitsBenefits

““Knowing what training is being Knowing what training is being planned and why.”planned and why.”

““Justifying costs in relation to Justifying costs in relation to training benefits.”training benefits.”

Benefits:Benefits:

Eliminate chaos from your training effortsEliminate chaos from your training efforts Set the direction and tone of your training effortSet the direction and tone of your training effort Align training with your business goals and Align training with your business goals and

objectivesobjectives Bring reason, cohesiveness and clarity to your Bring reason, cohesiveness and clarity to your

training efforttraining effort Monitor the progress of your organization in Monitor the progress of your organization in

achieving its training goalsachieving its training goals

SummarySummary

““The bottom line of needs The bottom line of needs assessment is to determine assessment is to determine organizational needs, employee organizational needs, employee needs, and organizational needs, and organizational resources to provide needed resources to provide needed training.”training.”

SummarySummary

Needs Assessments.Needs Assessments.• Employee Assessments.Employee Assessments.• Environmental Assessments.Environmental Assessments.• Training Assessments.Training Assessments.

SummarySummary

Benefits from individual needs Benefits from individual needs assessment for training. assessment for training.

BibliographyBibliography

BVET.BVET. 2001. 2001. Advice on Introducing Advice on Introducing Workplace Training. 2001 Workplace Training. 2001 <http://www.bvet.nsw.gov.au/industr<http://www.bvet.nsw.gov.au/industry/bv01in13.htm.>y/bv01in13.htm.>

Center for Performance Center for Performance TechnologyTechnology. 1999. . 1999. Training Design Training Design and Development Services. 1999 and Development Services. 1999 <http://www.centerpt.com/>.<http://www.centerpt.com/>.

BibliographyBibliography

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Department of State and Regional Department of State and Regional DevelopmentDevelopment. 22 Dec. 2000. Business . 22 Dec. 2000. Business Information- Guide to Programs and Information- Guide to Programs and Services. Services. <http://home.vicnet.net.au/~entimp/nie<http://home.vicnet.net.au/~entimp/nies/StratTrain.html>.s/StratTrain.html>.

BibliographyBibliography

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Plishker, Gordon. Plishker, Gordon. A Guide to A Guide to Promising Practices in Educational Promising Practices in Educational Partnerships.Partnerships. 1996. <1996. <http://www.ed.gov/pubs/PromPracthttp://www.ed.gov/pubs/PromPract/prom5.html/prom5.html>.>.

Bibliography Bibliography

Merex CorporationMerex Corporation. 27 July 1997. . 27 July 1997. Merex Corporation. Merex Corporation. <http://www.merexcorp.com/index.ht<http://www.merexcorp.com/index.htm>.m>.

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BibliographyBibliography

United states office of personal United states office of personal management, office of workforce management, office of workforce relations.relations. July 2000. July 2000. A Guide to A Guide to Strategically Planning Training and Strategically Planning Training and Measuring Results. Measuring Results. <http://www.opm.gov/hrd/lead/spguide.<http://www.opm.gov/hrd/lead/spguide.pdf>.pdf>.

BibliographyBibliography

Drake & Associates, LTD. 2000. Drake & Associates, LTD. 2000. <http://www.drakehr.com/point2.h<http://www.drakehr.com/point2.html>.tml>.