BML323: Designing, Developing and Delivering Training Materials
Training Needs Analysis
Dr Andy Clegg
Learning Outcomes Iden%fy and cri%cally evaluate the
role of Training Needs Analysis (TNA) within an organisa%onal and wider business context Assess poten%al key training needs
at an organisa%onal, departmental and individual level Evaluate available tools and
techniques to conduct a training needs analysis
The Role of Training Needs Analysis
The Role of Training Needs Analysis
Andy’s Strategy Bus!
The Role of Training Needs Analysis
Strate gic Vision
Current Position
Desired Position ‘The Vision’ ‘The Aspiration’
The Role of Training Needs Analysis
Strate gic Vision
Current Position
PERFORMANCE GAP
Desired Position ‘The Vision’ ‘The Aspiration’
The Role of Training Needs Analysis
Implementa=on
Strate gic Vision
Enhancement Innova=on Current Position
Desired Position ‘The Vision’ ‘The Aspiration’
The Role of Training Needs Analysis
Strate gic
 Vision
Current Position Knowledge Skills Attitudes
Knowledge: informa9on about what needs to be done, how, why
Desired Position Knowledge Skills Attitudes
The Role of Training Needs Analysis
Knowledge: informa9on about what needs to be done, how, why
Current Position Knowledge Skills Attitudes
Skill: the ability to do what is required
Strate gic
 Vision
Desired Position Knowledge Skills Attitudes
The Role of Training Needs Analysis Knowledge: informa9on about what needs to be done, how, why Skill: the ability to do what is required
Current Position Knowledge Skills Attitudes
AEtudes: the willingness to do what is required in the proper manner
Strate gic
 Vision
Desired Position Knowledge Skills Attitudes
The Role of Training Needs Analysis
Strate gic
 Vision
Current Performance Existing Competencies
Future Performance Required Competencies
The Role of Training Needs Analysis
Current Performance Existing Competencies
Competence: the ability to perform ac9vi9es, within an occupa9onal area, in the workplace, and to the levels of performance expected in employment
Strate gic
 Vision
Future Performance Required Competencies
The Role of Training Needs Analysis
Strate gic
 Vision
Current Challenges
Future
 Challenges
The Role of Training Needs Analysis
Current Position Where are we now?
Desired Position Where do we
 want to be?
Training Needs Analysis as Process
Training Needs Analysis as Process
[Source: Simmonds, D. 2003]
Training Needs Analysis as Process
(Source: Opperman, C., 2015)
Key Ques=ons: • How does this training relate to the aim of the organisa9on, of the division or business unit, and to the individual’s developmental plan? • How does the training relate to the customer? • How does training fit into the organisa9on’s longterm growth? • Why is this training important? • Will training achieve stakeholder sa9sfac9on? • What are the expected outcomes? Are they SMART? • What is the link between the training and the dayto-day ac9vi9es? • What is the link between the individual’s job, the organisa9on and the customer? • What learning is needed to achieve business results? • Is the learning integrated into day-to-day ac9vi9es? • Is the training related to improved performance or produc9on? • Is the training aimed at increased service levels? • Is the training designed to increase job sa9sfac9on/ morale of the employee?
TNA & People Growth Factors
[Source: Simmonds, D. 2003]
The Training Cycle Assess and analyse training needs
Evalua9ng the eec9veness of training
Assessment
Plan and organise around speciďŹ c learning and training objec9ves
Designing and delivering it
5 Ws of Training Needs Analysis
W
WHY
IS THE TRAINING NEEDED?
W
WHO
ARE THE PARTICIPANTS?
W
WHAT
IS THE TRAINING CONTENT?
W
WHEN
WILL THE TRAINING TAKE PLACE?
W
WHERE
WILL THE TRAINING BE CONDUCTED
Training Needs Analysis in Action
The Context for Training • Ac=vity 1: • Watch the Farm Fixer episode – conduct a TNA. What are the key results?
The Context for Training • Ac=vity 2: • For the following scenarios please iden%fy poten%al training needs and key factors influencing poten%al delivery
The Context for Training • Ac=vity 2: • Scenario 1: Developing the green economy in the West Sussex tourism sector
The Context for Training • Ac=vity 2: • Scenario 2: Your own school day in May
Scales of Training Needs Analysis Organisa/onal Goals of the organisa%on may require individuals to acquire new
skills at the same %me, or progressively higher skills to equip them for promo%on Department Departmental objec%ves and needs may mean that some
individuals have to new processes or improve contribu%on to exis%ng ones Individual Iden%fying individual learning needs that may differ from those
of the team or organisa%on [Source: Hackett, P. 2003]
Scales of Training Needs Analysis Organisa/onal Goals of the organisa%on may require individuals to acquire new
skills at the same %me, or progressively higher skills to equip them for promo%on Department Departmental objec%ves and needs may mean that some
individuals have to new processes or improve contribu%on to exis%ng ones Individual Iden%fying individual learning needs that may differ from those
of the team or organisa%on [Source: Hackett, P. 2003]
Training Needs Analysis as Process
(Source: Opperman, C., 2015)
Comprehensive Analysis – full and exhaus%ve
analysis of all aspects of a job producing a detailed specifica%on of all tasks and performance requirements Key Task Analysis – to focus on the iden%fica%on of
tasks cri%cal to successful performance and ignore others Problem-Centred Analysis – focus exclusively on
areas of the job that jobholders/managers find problema%c
[Source: Stewart 1999 cited in Simmonds, D. 2003]
FOCUS
Approaches Training Needs Analysis
Context of Training Needs Analysis
MICRO MACRO
Context of Training Needs Analysis
MICRO MACRO INTERNAL EXTERNAL
How People Learn
How People Learn - Kolb
[Kolb – Experiential Learning Cycle]
How People Learn
[Source: Childs and Clegg, 2016]
Learning Styles - VARK
[Source: Fuller and Mills, 1992]
Visual
Auditory
• Learn through seeing
• Learning through hearing
Tactile
Kinesthetic
• Learn through touch
• Learn through doing and moving
Options for Delivering Training Needs Analysis
The Context for Training • Ac=vity 3: • Iden%fy tools and techniques for training needs analysis, and the respec%ve merits/ limita%ons of each approach
Delivering TNA Op/on #1: Observa/ons
• Relevant data to work environment • Context for TNA
Pros • Influence on behaviour • Skilled observer • Time consuming
Cons
Delivering TNA Op/on #2: Interviews • Detailed consideration of training needs • Link to formal appraisal process
Pros • Time consuming • Consistent approach • Approach to analysis • Collation and use of results
Cons
Delivering TNA Op/on #3: Forums • Consideration of complex issues one person unwilling to explore • Different perspectives/ voices
Pros • Time consuming • Status or position may limit participant engagement • Inclusivity
Cons
Delivering TNA Op/on #4: Surveys/Ques/onnaires • Gaining the ‘bigger picture’ of what employees think • Inexpensive
Pros • Design and delivery method • Response rate and representativeness • Anonymity • Tracking back to individuals
Cons
Delivering TNA Op/on #5: Secondary Sources [document review/customer feedback/TripAdvisor]
• Source for procedures/ operational context • Benchmarking • External viewpoint
Pros
• Availability • Accuracy • Fit for purpose
Cons
Summary
The Context for Training • Ac=vity 4: • Summary – what are the key factors that underpin effec%ve training needs analysis?
Learning Outcomes By the end of this session, you should be able to: Iden%fy and cri%cally evaluate the role of Training Needs
Analysis (TNA) within an organisa%onal and wider business context Assess poten%al key training needs at an organisa%onal,
departmental and individual need Evaluate available tools and techniques to conduct a
training needs analysis