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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. Needs Assessment Includes?. Definition. Types of Assessment. Needs assessment includes: -Educational skills

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Objectives

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  1. 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.

  2. Needs Assessment Includes? • Definition

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

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

  5. 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?

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

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

  8. 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

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

  10. 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.”      

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

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

  13. 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:

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

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

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

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

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

  19. 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

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

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

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

  23. 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/>.

  24. 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>.

  25. 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>.

  26. 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>.

  27. 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>.

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

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