- Provide information about the organization and its needs regarding the training issue:
- This should include general, high level information about the company in terms of product/services, size, geography, workforce attributes, etc. The training issue is the problem or challenge (could be deficiency OR need based on a predicted change in the operation, workforce, etc.). Here this should be “high level”, focused on the organization (not specifically the individual workers yet).
- Determine the group or individuals who will receive the training:
- This should include information about the target audience as it will impact the training developed – including demographic information, type of work, location of work, etc.
- Identify the training issue:
- This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.
- NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or need.
- Provide a training needs assessment questionnaire:
- The questionnaire should provide insight into the training need/gap; therefore it should focus on the training issue itself – choose questions that provide insight to the issue. In a sense, the questionnaire helps you identify and analyze the “why” (e.g., if you are addressing a performance issue, the questionnaire would help you hone in on the real issue).
- SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you want to obtain the most tangible and useful information.
- NOTE: you will NOT administer the questionnaire!
- Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative of your paper does not suffice.
- Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning objectives within your written report:
- Here you will essentially validate the questions posed in your questionnaire – if you can’t do that, you should probably revisit your questions.
- You will probably not have the time or resources to implement the questionnaire or compile all the organizational and training-specific information necessary to complete the TNA. (If you are able to get real data and results, great! Otherwise, be creative and fabricate results.) The goal is to understand how a TNA is done effectively and to practice completing one.
- Here you will essentially validate the questions posed in your questionnaire – if you can’t do that, you should probably revisit your questions.
- Include at least three training outcomes, based on the TNA
- Identify the expected performance of the group or individuals as a result of the training
- Identify performance gaps and detail how training can help close those gaps
- Use at least 3 classroom resources in your assignment