Training Needs Assessment - Part 2

Learning Content Analysis

Relevance
R	Is the right content being trained? Is content aligned with the project goals? Is the content appropriate for the targeted audience? Will the content be used on the job immediately? Do we receive regular feedback on the content via training feedback/reporting?
Effectiveness
E	Are we conveying the knowledge effectively? Is the delivery method appropriate for the targeted audience needs? Is the content engaging? Do the activities foster learning? Is the individual time to proficiency what we expect? Is the knowledge being retained as expected post deployment? Is the content packaged into “digestible” pieces?
Efficiency
E	Are we doing it as quickly and cost effectively as appropriate? Is the development time appropriate for the content being delivered? Are the development, delivery and administration costs in line with expectations? Are we efficiently leveraging people, tools and content across sectors? Can the content be easily updated or modified in response to change in business?
Sustainability
S	Is the delivery of the content consistent and repeatable? Is the content being delivered as designed consistently across each sector? Can the content be easily updated or modified in response to changes in the business environment? Do we anticipate frequent updates due to technology changes/customization?

Training Needs Assessment - Part 1

Three Levels of a Training Needs Assessment

Introduction

The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities needed by an agency's workforce to achieve the requirements. An effective training needs assessment will help direct resources to areas of greatest demand. The assessment should address resources needed to fulfill organizational mission, improve productivity, and provide quality products and services. A needs assessment is the process of identifying the "gap" between performance required and current performance. When a difference exists, it explores the causes and reasons for the gap and methods for closing or eliminating the gap. A complete needs assessment also considers the consequences for ignoring the gaps.

Three Levels of a Training Needs Assessment:

Organizational Assessment:
Evaluates the level of organizational performance. An assessment of this type will determine what skills, knowledge, and abilities an organization needs. It determines what is required to alleviate the problems and weaknesses of the organization as well as to enhance strengths and competencies, especially for Mission Critical Occupation's (MCO). Organizational Assessment takes into consideration various additional factors, including changing demographics, political trends, technology, and the economy.

Occupational Assessment:
Examines the skills, knowledge, and abilities required for affected occupational groups. Occupational assessment identifies how and which occupational discrepancies or gaps exist, potentially introduced by the new direction of an organization. It also examines new ways to do work that can eliminate the discrepancies or gaps.

Individual Assessment
Analyzes how well an individual employee is doing a job and determines the individual's capacity to do new or different work. Individual assessment provides information on which employees need training and what kind.

Retrieved January 9, 2012, from http://www.opm.gov/hrd/lead/TrainingNeedsAssessment.asp