Training Needs Assessment:

A Systematic Approach
“Remember, training is not
what is ultimately important…
performance is.”
Marc Rosenberg
 Did you know...

“Not more than 6-10 % of

expenditures in training actually
result in transfer to the job.”
Broad and Newstrom
 Key Skill

Asking ???
questions…
Asking the
RIGHT
questions!
In the “Real World”

❚ You cannot afford to not do a

front-end analysis
❚ Something is better than
nothing
❚ Do the best you can
❚ Need to have a theoretical base
❚ Key skill: Focus your questions
Needs Assessment Definition

A needs assessment is the process

of identifying performance
requirements and the "gap" between
what performance is required and
what presently exists.
 Macro vs. Micro
Macro Micro
❚ aligned with ❚ initiated by
strategic goals performance
❚ three levels problems or
❙ organizationa change
l ❚ assessment done
to clarify problem,
❙ occupational determine if
❙ individual training is the
solution, analyze
performance, and
Instructional Design
Process

ANALYZE DESIGN

DEVELOP IMPLEMENT

EVALUATE
 Why ISD?

On the job GAP Classroom or

performance other type of
training or
intervention
 Analyze
 What is the
problem? ❚ Problem Analysis
 Is it a training
problem? ❚ Performance
 What skills and Analysis
knowledge should
be included in the ❚ Task/Competency
training program? Analysis
 Who needs to be
trained? ❚ Learner Analysis
What is Problem and
Performance Analysis?
P. 28

❚ Clearly defining the 
problem or opportunity
❚ A formal procedure used to 
analyze defined needs to 
determine their causes and 
identify appropriate 
solutions.  
 P. 32

Robert Mager

1. Define the problem?

2. Determine the importance
❙ Is it worth solving?
3. Determine the cause(s)
4. Identify training vs. non-training
solutions
5. Select the best (most cost-
effective)
solutions
 P. 31

Step 1: Define the problem

Describe Discrepancy

DESIRED PERFORMANCE (Optimals)

­  ACTUAL PERFORMANCE (Actuals)

= POSSIBLE TRAINING NEED
 P. 34

Step 2: Is it important?

❚ Why is it important?
❚ What if you did nothing?
❚ How big is it? (Quantify if
possible)
❚ Who cares?
❚ “Is the cost of the discrepancy
high enough that it seems
worth pursuing a solution?”
If the answer is no…..

IGNORE

REJOICE
Step 3: Determine Cause(s)

Is it a problem of skill
or
a problem of will?

I don’t
I don’t
wanna!
wanna! I don’t know
how.
Yes, it is a skill deficiency

Arrange Formal
no Used to
Training
do it?

yes
Arrange Practice
no Used
often?

Arrange
Feedback yes
Other questions

Change the
Job Simpler
way?
Arrange on-
the-job
training

Transfer or Potential
terminate ?
If a skill deficiency..

❚ Provide training
❚ Provide practice
❚ Provide feedback
❚ Simplify the task
❚ Develop a job aid
❚ OJT
❚ Transfer
❚ Terminate
Yes, it is a problem of will...
Remove
Performance
punishing? Punishment

Non-performance Arrange
rewarded? Positive
Consequences

Arrange
Does performance consequences
matter?
And one last question...

Obstacles? Remove
Obstacles
Step 4: To train or not to
train?
Calculate cost
❚ First determine
cause(s) Select best
❚ Only then look at solution(s)
possible solutions
Implement
❚ Seek integrated
solution systems
that get to the root
of the problem
To solve a performance
issue

❚ Training may not be the answer

❚ Training may not be the only
answer
 Cause Solution
❚ If skill or knowledge……….training
❚ If lack feedback……………..feedback,
standards
❚ If not motivated…………….rewards,
consequences
❚ If unclear expectations…..std, measure,
discuss
❚ If job environment…………change
environment
❚ If potential……………………change
If training is the answer….

❚ Formal training
❚ Self study
❚ Technology based
❚ Job
related/workplace
approaches
 Outcomes of Problem and
Performance Analysis

❚ More complete picture of problem

❚ Is it training? Is it training plus…
❚ Make solid recommendations
❚ If is training or job aid….on to task or
competency analysis!
 Task/Competency Analysis
“What do learners need to learn?”

Task Analysis Competency Analysis

❚ For more skill ❚ Soft skills training
oriented jobs such as mgmt,
❚ When need supervision
consistent set of ❚ Professional jobs
training ❚ Career pathing
requirements ❚ Leadership
development
Steps in Task Analysis

❚ Break job into

major functions
❚ Break functions
into major tasks
❚ Break tasks into
steps
❚ Identify training
outcomes
Task Analysis Interviews

❚ Managers
❚ Best performers
❚ Job incumbents
❚ Subject matter
experts
Competency Analysis

❚ What are competencies?

❙ Enduring characteristics of a person
that result in superior on-the-job
performance
❙ Areas of personal capability that enable
employees to successfully perform their
jobs by achieving outcomes or
successfully performing tasks
What is a competency
model?

❚ Identifies the competencies

necessary for each job as well as the
knowledge, skills, behavior, and
personality characteristics
underlying each competency.
 What do you want to
know?

❚ General
characteristics
❚ Specific knowledge
and skill
❚ Learning styles
❚ Special needs
Information is Used in
Three Important Ways

❚ To help determine
where to begin the
content of the
training program
❚ To determine how
to present the
content
❚ To get buy-in
Methods for collecting
data

❚ Data gathering is cornerstone of any

needs assessment project
❚ Can be time consuming
Data Collection Methods

❚ Interviews
❚ Surveys/
Questionnaires
❚ Focus Groups
❚ Observation
❚ Existing Data
 Final Exam

❚ Why do we bother with needs

analysis?
❚ Where does TNA fit in the ISD
process?
❚ T or F: Training is the solution to
most performance problems.
❚ What are at least 4 methods of
collecting data?
❚ What is the key skill one must use in
“If you think training
is expensive,try
ignorance.”
Thank
You!