power point presentation (47028)

8/8/2019 Power Point Presentation (47028)

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USER TRAININGUSER TRAINING

Learning Needs Analysis ProjectLearning Needs Analysis Project


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SESSION FLOWSESSION FLOW

Analytical Framework

Process and Tools

Instruments and Forms

Standards and

Guidelines

Next Steps


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ANALYTICAL FRAMEWORKANALYTICAL FRAMEWORK

The project used the concept ofcompetencies as the framework for

analyzing the learning needs. The analysis was approached fromfour perspectives: jobholder(learner), immediate superior(work unit), job requirements (jobdescriptions and performanceappraisal), and business needs(strategic initiatives).


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Competency is defined as thecapacity that exists in a

person that leads to behaviorthat meets the job demands

within the parameters of the

organizational environment

and that, in turn, bringsabout desired results.

(Boyatzis:1982)


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Competency is what an individual

Can do on the job given his

capabilities. Its how an individual thinks and

acts.

It hinges upon what the individual

knows and how he applies it on the

job.

Source: del Rosario (2006)


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Competency is validated and

verified by the individuals

decisions, actions, and practices;how he produces the required and

expected results in terms of

outputs and outcomes. (del

Rosario:2006)


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THE PROCESS OF ANALYZINGTHE PROCESS OF ANALYZING

LEARNING NEEDSLEARNING NEEDS

Define purpose and scope.

Communicate the initiative.

Review pertinent company

records and documents (files,

manuals and reports).

Administer jobholder survey

forms.


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Tabulate results of thesurvey.

Conduct validationinterviews.

Tabulate results of the

interviews. Consolidate results by cross

tabulation.


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Analyze results of the crosstabulation using the

competency-based, multiple-perspective framework.

Define and prioritize the

learning needs according to

the strategic thrusts andtargets and resources of the

business.


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Write and present the

LNA report.

Use the LNA results to

produce the annual

training plan andcalendar of the

company.


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TOOLS FOR ANALYZINGTOOLS FOR ANALYZING


Document review

Field research

Jobholder survey

Validation interview

Consultative meeting

Academic research

Technical writing


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OTHER TOOLSOTHER TOOLS

Audit and diagnosis

Process modelingJob analysis, design

and evaluation

Competency mapping andprofiling


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SOME MORE TOOLSSOME MORE TOOLS

Observation

Performance testAchievement test

Aptitude test

Personality test

Job-fit test


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DOCUMENT REVIEWDOCUMENT REVIEW

Company profile

Company history

Products and services

Organizational structure

Annual report

Strategic plan Reports on business

initiatives and projects


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DOCUMENT REVIEWDOCUMENT REVIEW

Company manuals and studies

Employee records (201 files)

Job descriptions and

specifications

Performance appraisal reports

Executive decisions and

pronouncements


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INSTRUMENTS AND FORMSINSTRUMENTS AND FORMS

Jobholder survey

questionnaireValidation interview

guide


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STANDARDS AND GUIDELINESSTANDARDS AND GUIDELINES

Document Review

Check for the veracity of the

records and documents in termsof accuracy, clarity, andcompleteness.

Organize and classify

information according to therequirements of the analysis.

Look for patterns, trends, andthemes.


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Document Review

Focus on key result areas,

critical success factors,and priorities.

Interpret business needs in

terms of implications to jobcompetencies and workplaceperformance.


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Jobholder Survey

Collate forms properly with no

missing pages.

Ensure that respondents return

the survey forms with complete

answers.

Set deadline for submission of

forms and ensure compliance.


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Jobholder Survey

Be accessible to respondents for

potential inquiries andclarifications about thecontents of the survey.

Encode and tabulate the results

immediately and clarifyambiguous responses from

respondents.


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Validation Interview

Be familiar with the questions,

intent, and flow of the

interview guide.

Set time and stick to it.

Schedule the interview at themost convenient time and place

for the respondent.


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Orient the respondent about the

purpose and flow of theinterview.

The interview must focus on thelearning needs of the concerned

work unit, not singling out theindividual needs of eachjobholder.


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The guide only intends to

specify the coverage of the

interview.

The discussion should flow from

the dynamics of the conversation

keeping in mind the purpose of

the interview.


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Put the respondent at ease.

Let the respondent talk,

dont interrupt.

Provide ample time for the

respondent to reflect and

ponder on the questions.


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Express inputs and opinions

but dont argue with therespondent and dont

monopolize the conversation.

Dont ask leading questions.


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Take notes.

Summarize.

Acknowledge the inputs

and contributions of therespondent.


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NEXT STEPSNEXT STEPS

The list of learning needsis rationalized according

to business prioritiesthrough the preparation ofa training plan.

The plan is presented andsubmitted to topmanagement for approval.


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NEXT STEPSNEXT STEPS

Learning needs analysis must be a

matter of company policy and as

such, it must be incorporated inthe companys training manual.

It must be institutionalized in

the companys practices with the

training department as the leadteam to ensure its role in the

companys business processes.


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IMPORTANT!IMPORTANT!

In keeping up with the

concept of continuous

improvement (one of the

tenets of ISO), learning

needs analysis must be

done annually.

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