Individual needs assessment for training
Download
1 / 29

Individual Needs Assessment For Training - PowerPoint PPT Presentation


  • 210 Views
  • Updated On :

Individual Needs Assessment For Training. Kevin A. Heikkinen February 19, 2001 OISM 470W, Section 03. Objectives. 1. What is individual needs assessment for training? 2. How the whole process works. 3. The involvement of training. 4. The benefits of training.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Individual Needs Assessment For Training' - berenice


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Individual needs assessment for training

Individual Needs Assessment For Training

Kevin A. Heikkinen

February 19, 2001

OISM 470W, Section 03


Objectives
Objectives

  • 1. What is individual needs assessment for training?

  • 2. How the whole process works.

  • 3. The involvement of training.

  • 4. The benefits of training.



Types of assessment
Types of Assessment

  • Needs assessment includes:

    -Educational skills

    -Organizational needs

    -Identifying gaps


Assessment has two phases
Assessment Has Two Phases

  • Employee Assessment:

  • Environment Assessment:


Individual needs assessment
Individual Needs Assessment

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

    • Example: get the correct skills training.

    • Example: need more experience in a certain skills area such as math skills or computer skills?


Internal assessment
Internal Assessment

  • Internal assessment can be very important to a company.

    • Employees.

    • Managers.


Needs assessment
Needs Assessment

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


Needs assessment1
Needs Assessment

  • Companies often attack productivity problems with more training.

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

    • Example: Merex


Partnership building
Partnership Building

  • Conducting needs assessments:

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


Training needs assessment
Training Needs Assessment

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


Types of training
Types of Training

  • Formal training

    • Example:

  • On-the-job (OJT) training

    • Example:


  • Strategic training
    Strategic Training

    • Program AIM:

      • Nature of assistance:


    Making a strategic investment in training
    Making a Strategic Investment in Training:

    • Training Issues:

      • What happened when the United States Office of personal management, Office of workforce relations performs test on training.

      • Results:


    Training design and development services
    Training Design and Development Services—

    • The myth for good training:

      • Example:

  • Effective training:

    • Example:


  • Nsw vocational education and training strategic plan 1998 2000
    NSW Vocational Education and Training Strategic Plan 1998-2000

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


    Employee benefits
    Employee Benefits 1998-2000

    • Many employees get benefit out of performing training.

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


    Organizational benefits
    Organizational Benefits 1998-2000

    • Know what their training needs are.

    • Why provide a kind of training.

    • Develop and new knowledge.


    Additional organizational benefits
    Additional Organizational Benefits 1998-2000

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

    • “Justifying costs in relation to training benefits.”


    Benefits
    Benefits: 1998-2000

    • Eliminate chaos from your training efforts

    • Set the direction and tone of your training effort

    • Align training with your business goals and objectives

    • Bring reason, cohesiveness and clarity to your training effort

    • Monitor the progress of your organization in achieving its training goals


    Summary
    Summary 1998-2000

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


    Summary1
    Summary 1998-2000

    • Needs Assessments.

      • Employee Assessments.

      • Environmental Assessments.

      • Training Assessments.


    Summary2
    Summary 1998-2000

    • Benefits from individual needs assessment for training.


    Bibliography
    Bibliography 1998-2000

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

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


    Bibliography1
    Bibliography 1998-2000

    • Enhanced Training. Enhanced Training. <http://www.enhancedtraining.com/establish-training.html>.

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


    Bibliography2
    Bibliography 1998-2000

    • Foster, Thomas. Managing Quality: An Integrative Approach. New Jersey: Prentice Hall, 2001.

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


    Bibliography3
    Bibliography 1998-2000

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

    • ES&H Employee Training Assessment. 3 May 2000. ES&H Employee Training Assessment. <http://www.slac.stanford.edu/esh/training.html>.


    Bibliography4
    Bibliography 1998-2000

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


    Bibliography5
    Bibliography 1998-2000

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


    ad