Individual Needs Assessment For Training

1. Individual Needs Assessment For Training Kevin A. Heikkinen February 19, 2001 OISM 470W, Section 03

2. 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.

3. Needs Assessment Includes? • Definition

4. Types of Assessment • Needs assessment includes: -Educational skills -Organizational needs -Identifying gaps

5. Assessment Has Two Phases • Employee Assessment: • Environment Assessment:

6. 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?

7. Internal Assessment • Internal assessment can be very important to a company. • Employees. • Managers.

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

9. 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

10. Partnership Building • Conducting needs assessments: • The needs assessments used in companies which help make their partnerships more productive and also more agreeable.

11. 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.”      

12. Types of Training • Formal training • Example: • On-the-job (OJT) training • Example:

13. Strategic Training • Program AIM: • Nature of assistance:

14. 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:

15. Training Design and Development Services— • The myth for good training: • Example: • Effective training: • Example:

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

17. Employee Benefits • Many employees get benefit out of performing training. • Employees get more job knowledge and realize they have choices in their futures.

18. Organizational Benefits • Know what their training needs are. • Why provide a kind of training. • Develop and new knowledge.

19. Additional Organizational Benefits • “Knowing what training is being planned and why.” • “Justifying costs in relation to training benefits.”

20. Benefits: • 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

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

22. Summary • Needs Assessments. • Employee Assessments. • Environmental Assessments. • Training Assessments.

23. Summary • Benefits from individual needs assessment for training.

24. Bibliography • 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/>.

25. Bibliography • 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>.

26. Bibliography • 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>.

27. Bibliography • 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>.

28. Bibliography • 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>.

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