Needs Assessment

A. NEEDS lead to GOALS (Goals are Outcomes that signal excellence)

1. Determine the "symptoms" of inadequacy.  In other words, what leads to the idea training may be needed.  what "gap" will training fill?  Use symptoms to discover underlying problems/causes.

2. Get multiple views of the need (the boss may not know)

3. Discover the context (culture?) in which the problem exists.  Consider alternatives to training.

4. Build support for training and change with your clients while doing the needs analysis

B. DISTINGUISH BETWEEN ...

1. Clients - those who hire trainers and consultants (organizations or individuals).  Clients need to see the "payoff" in improved performance (revenues?) in order to be willing to pay for training.
2. Trainees - those who are receiving the training and whose needs must be know in order to provide the right training knowledge and skills.  Sometimes trainees are also clients but often they are not.

C.  COMPONENTS AND ISSUES IN NEEDS ANALYSIS

1. timing of analysis

2. participation (who to ask)

3. trust and confidentiality

4. selection of issues (pre-selected issues or ones which emerge in the analysis?)

5. philosophy of training (telling v asking)

6. methods and depth of analysis

7. select the target audience for training (and be ready to revise it).  Group by

• those at the same levels in the hierarchy or

• those who interact with each other or

• those who needs same skills

D. PROCEDURES FOR CONDUCTING NEEDS ANALYSES

• Interviewing (how many?)

  • interviews at multiple organizational levels and several at each

  • open ended vs closed questions

• Questionnaires

  • question phrasing is important

  • format is too!

  • always PRETEST questionnaires

• Sensing (focus groups)

• Observation