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

It would be nice to learn….

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?

What kind of questions do YOU ask?

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

What’s next?

Let’s take a trip!

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