How will Monday be Different? Conducting a powerful training needs assessment Denise Traicoff...
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Transcript of How will Monday be Different? Conducting a powerful training needs assessment Denise Traicoff...
How will Monday be Different?
Conducting a powerful training needs assessment
Denise Traicoff
CDC/Center for Global Health/Sustainable Management Development Program
March 2012
Learning ObjectivesWhen you complete this session you will be
able to: Identify performance problems which can
be addressed through training Ask key questions to identify the root
cause of a performance problem Develop a training needs assessment
Why do employees fail to perform?
PERFORMANCE PROBLEM
POSSIBLE SOLUTION
1. They don’t know why they should do it
Show them the big picture and how they fit in it
2. The don’t know how to do it Confirm this is true by asking: “Could they do it if their life depended on it?”
3. They don’t know what they are supposed to do
Tell them. Ask them to repeat it or demonstrate it to ensure accurate understanding.
4. They think something else is more important
Help them prioritize
5. There is no positive consequence to them for doing it
Recognize achievement. Reward and praise appropriate behavior
6. They are punished for doing what they are supposed to do.
Does the top performer get the ‘reward’ of more work?
7. There are no negative consequences for poor performance
Do employees get the same salary or raise regardless of performance? Are performance reviews rigorous?
8. Obstacles beyond their control get in their way
Focus on resolving the obstacle-if possible, involve the employee in determining the solution
The 5 components of successful training are
A_____________
D_____________
D_____________
I______________
E__________
Implement
Design
Develop
Analyze
Evaluate
What is the key question?
What is broken, or what is new, that makes you think training is the answer?
What is the key question?
What is broken, or what is new, that makes you think training is the answer?
Develop a needs assessment
Focus the problem or goal
• Profile the target audience• Create list of stakeholders• Identify stakeholder requirements• Identify point of contact• Confirm availability of experts
Develop a needs assessment
Focus the problem or goal
Confirm the problem or goal
• Interview stakeholders• Interview the target audience• Profile the audience’s managers• Interview subject matter experts• Review documents• Ask Why? five times
Develop a needs assessment
Focus the problem or goal
Confirm the problem or goal Seek Solutions
• Identify possible actions• Identify the training issues• Gain consensus on an action plan• Identify logistical issues
Use multiple collection methods
1.Observation
2.Questionnaire
3.Key consultation
4.Interview
5.Group discussion
6.Test
7.Reports
8.Work samples
Conduct a mini needs assessment
1. Focus the problem or goal
2. Confirm the problem or goal
3. Seek solutions
You can still
What should you ask? What is the audience like? What is the work environment like? What is the task like? What is the learning environment like?
Mini Needs AssessmentHow will Monday be different?
What should the participants be able to do when they complete this session?
What are the most important points to remember about this topic?
Would this topic provide an opportunity for hands-on activity?
What do you think is the best training method for participants to understand these points?
How could we evaluate whether the participant has learned the key points?
A Word about Learning Styles
Visual LearnersThink in color, size and shapeCreate diagrams of what they hearRun movies in their minds
Kinesthetic Learners
Prefer to use their handsLike to participate in groups, work on quizzes, and move about Relive the sensation
See It
Do It
Hear It Auditory Learners
Prefer facts, details, clear vocal presentations and audio tapesPay special attention to the speaker’s voice: the tone, energy, enthusiasm and pacePlay a tape recorder in their minds
Organizational Analysis
User Analysis & Task Analysis
Content Analysis
APHPMT Assessment Methodology
Morocco Ministry of HealthProblem Reform of the existing Masters programs in Hospital Administration & Health Program Management
Data CollectionQuestionnairesKey Informant interviewsHR Departmental InterviewsSite VisitsRepresentative workshops
Summary Focus on what’s broken Beware of scope creep! Meet the accomplished performer Keep surveys brief Take good notes Remember the E: Evaluate the assessment Identify true training issues
Resources Mel Silberman, Active Training, 2nd ed. Jossey-Bass/Pfeiffer,
1998 R. Craig, ed. The ASTD Training & Development Handbook,
4th ed. New York, McGraw-Hill, 1996 www.astd.org www.ispi.org adulted.about.com/od/trngneedsasst/a/
needsassessment.htm www.surveymonkey.com
Thanks to Eric Gogstad– CDC/CGH