CDSS Training Needs Assessment: Managing Our Investment in People

1. CDSS Training Needs Assessment: Managing Our Investment in People

2. Are YOU managing your investment? • If you aren’t managing your training investment, achieving success in your organization is like gambling...

3. Don’t Gamble…Assess Training Needs • Determine whether your employees are prepared to meet current and future challenges. • Provide training appropriate for your specific business needs.

4. Improved performance Internalization of organizational goals Improved attitude/morale Staff feel valued and productive Improved retention rates Succession planning/readiness Potential Returns of a Training Investment:

5. Training Defined • Training is: • any structured activity that is the result of a consciously assessed learning need • designed to improve an individual or organization’s performance. • Training may include: • classroom training, use of library materials, on-line training, job aids...

6. Isn’t that YOUR Job? • Training is not just a Training Bureau responsibility. • It must be a cornerstone of the CDSS strategic plan and your business plan. • Managers and supervisors must lead, support, and provide input into the training effort to insure the best use of their investment in people.

7. Why is CDSS Conducting Training Needs Assessment? Because it makes good business sense: • Divisions will make training investments based on identified business needs -- ROI • Training Bureau will have information to more effectively meet the needs of its customers • Goal 5: Engaged and Productive Employees

8. CDSS Can’t Afford NOT to Conduct NA • “But NA is time consuming and costly.” • Consider the costs of untrained staff or training unrelated to business needs.

9. What’s Involved? • Review Business plan/needs • Gather Data (Training Needs Assessment) • Develop a Division Training Plan

10. Division Training Plan Your Division Training Plan will include: • Division Training Staff • Technical Program-Training Goals and Objectives • Technical Computer and Soft Skill Training Needs (leadership, communication, etc.) • Special Training Requests

11. In developing your Division Training Plan, you’ll need to know the services available to your Division through the CDSS Training Bureau...

12. Training Bureau • Our Mission: to develop individuals and organizations so that people can contribute their best to the CDSS mission. • Our Vision: to provide CDSS with the highest quality and most responsive Human Resource Development program in state service.

13. What We Offer: • Technical Training Unit • Soft Skill Training • Management Consulting

14. Technical Training Unit - Classes • Windows 95 Orientation • MS Word 97 • MS Excel • MS Access • MS Outlook • MS Internet Explorer • Webfind • Power Point

15. Soft Skills Training • New Employee Orientation • Management Skills Program • Presentation Skills • Facilitation Skills • It Takes All Types • Stress Management • Supervisors Forum, Department Trainers Mtg • Quarterly Managers Meeting

16. Management Consulting Services • Meeting Facilitation • Performance Consulting • Transition Meetings • Team Building

17. Professional Management Development Program • Evaluation Training • Development Training • Continuous Learning Program • Mid-Level Managers’ Skills Program • “So You Want to be a Supervisor”

18. Let’s go through the needs assessment process….

19. Multi-Level Assessment

20. NA at the Organizational Level • Interviews with Executive Management Team • Interviews with Division Management • Training Data Tracking

21. NA at the Occupational Level • Focus groups and questionnaires (NA Tool) conducted at all levels. • Identify the importance of various skills to the work they do, and assess their need for critical or refresher training.

22. NA at theIndividual Level NA at the Individual Level is a joint effort between the supervisor and employee, involving: • Performance appraisal • Informal observation of performance and needs • Ongoing discussion about business objectives, performance, and training needs • PMD training “How to Develop Staff” • Administration of NA survey

26. Division Needs Assessment Workplan • Interviews/Meetings -Deputy -Key Division Management Staff • Focus Groups and NA Questionnaire (a sample) -Clerical Staff -Analysts -M/Ss • Division Training Plan • All Divisions-> Department Training Plan • Ongoing Process

27. Glad You Asked... • Won’t the NA process build staff expectations that the training they request will be provided/funded? • Each training request should be reviewed in terms of how it will meet a business need. • Training for development may be provided after business needs are met.

28. Glad You Asked... • What if there is a difference in the way M/S prioritize training needs and the way in which their staff prioritizes them? • These differences may reflect different perceptions regarding organizational goals • communication & clarification of goals

29. Glad You Asked... • How does NA benefit the Department? • Training solutions for business needs, with minimum cost • Increased availability of funds for career development • Engaged and Productive Employees!

30. Monitor your investments, and watch your Return On Investment develop! Additional Questions?