6.3: Describe the components of a needs assessment Flashcards
What is a needs assessment in training and development?
A systematic process used to determine if training is necessary, what is needed, who needs it, and what problems it will solve.
When should a needs assessment be conducted?
Before any training is implemented, typically when a problem or customer complaint signals that training may be required.
What are the three levels at which a needs assessment can occur?
Organizational Level – Examines company strategy and environment to determine training priorities.
Task Level – Reviews job activities to determine required competencies.
Person Level – Identifies which employees need training.
What are the four key questions in a needs assessment?
How important is this issue to the success of the organization?
What competencies (knowledge, skills, abilities) do employees need?
What competencies do employees currently have?
What is the gap between the desired and actual competencies?
What happens after identifying training needs?
Specific action plans are developed to address competency gaps.
What organizational changes can influence training needs?
Mergers and acquisitions
Grooming new leaders
Technological changes
Globalization
Re-engineering and total quality management
Organizational restructuring and downsizing
Empowerment and teamwork initiatives
How do workforce trends impact training needs?
Employees value self-development and personal growth.
Older workers may postpone retirement, requiring multi-generational training.
Organizations must prepare for workforce transitions as older employees retire.
Why must managers carefully assess training needs?
Training efforts and resources can be wasted if the real problem isn’t a lack of skills but instead due to other factors like lack of resources or motivation.
How can managers determine if training is the right intervention?
By asking, “If an employee receives training on a certain skill, will their performance improve?”
If the issue is related to ability, training is useful. If not, other solutions should be considered.
What should managers do if an employee’s poor performance is due to non-skill-related factors?
They should address workplace issues, provide necessary resources, and have frank discussions about performance concerns.
