Grunnatriði Þarfagreiningar

This is why!

• Align training with company's strategy
• Wisely spending time and money
• Increase the motivation
• Determine the benchmark for evaluation

Needs Analysis Methods

This is why!

Joe Harless (1970) Front end Analysis

Quantitative methods:

• Analysis of performance reviews
• Written questionnaires
• Email surveys
• Telephone surveys

Why Needs Assessment?

Organizations have an overwhelming tendency to look for answers or solutions when confronted with problems

Training is not the solution to all performance problems

Front - end analysis can uncover the root couse of performance problems

• Prevent incorrect solutions to performance problems
• Assess expectations of training
• Results in solutions - not only training
• Helps determine whether training can correct the performance problem

Qualitative methods:

• Employee focus groups
• One-to-one interviews
• Exploratory interviews

Thomas Gilbert (1978) Human Competence Model

Human performance is affected by six factors:

1. Information

2. Resources

3. Incentives

4. Knowledge

5. Capacity

6. Motives

Different Models

If you don't know were you are going - how will you know how to get there?

Things we have to keep in mind regardless of models:

Allison Rossett (1987) Training Needs Assessment

A gap between an optimal and actual situation results in discrepancies in performance

1. How performance should be

2. How performance is

3. How people feel about a problem

4. Reasons for problems

5. Ways to solve a problem

Time as critical factor

The participation of key staff and leadership

Geary Rummler (1995) Performance Improvement by Managing the White Space

Rummlers Model is based on five phases:

1. Defining the Project

2. Examination

3. Gap Identification

4. Activities for performance improvement

5. Implementation

Needs Assessment

Robert Mager (1997) Analyzing Performance Problems

Roger Kaufman (1996) Organizational Element Model (OEM)

Inputs- Resources such as goals and policies

Processes - The means to reach desired results

Products - Building blocks to acheive desired results

Outputs - End results

Outcomes - Payoff to clients and society

1. Describe the problem

2. Explore fast fixes

3. Check consequences

4. Enhance competence

5. Develop solutions

• Constant changes requires good awareness of what is happening or is anticipated to happen in far and near future
• Therefore training and development need to follow these changes

1. What is Needs Assessment?

2. Different Models

3. Why Needs Assessment?

4. The role of Needs Assessment in organizational change

What is Need Assessment?

Training Needs Assessment is a systematic process, using formal or non-formal tools, for gathering data which can be used to devise ways to improve human performance in a specific context. Training Needs Assessment aims at gathering and interpreting data which will help management and learning-providers to design relevant interventions to solve performance issues. The task is to understand the company’s strategic goals, find discrepancies in performance, and establish what needs to be done in order to eliminate the performance issues.

Hróbjartur Árnason and Stig Skov

Organisational Change

• Organisational or strategic needs assessment take account to all changes
• All stakeholders should be involved in the process and have a common definition on what needs to be addressed
• Recognising possible reactions to changes and how to react to them

Needs Assessment