NEEDS

ASSESSMENT
HRM560
Sheikh Rahman
Email:srahman@studygroup.com
Learning Objectives
Understand the role of training and development (T&D) needs
assessment at the level of the organisation , the department
and the individual;
Appreciate how the assessment of T&D needs must take into
account the central concerns of sustainable management ;
Recognise the concerns of senior and middle managers and
T&D professionals in needs assessment;
Id different methods used in needs assessment and id the pros
and cons of each; and
Explain how characteristics of the individual , input ,output ,
consequences and feedback influence performance and
learning .
Needs Assessment Report

Value: 30%
Due date: 01-May-2017
Return date: 22-May-2017
Length: approx. 2000 words excluding reference list, Table of
contents, Introduction, Conclusion and Tables.
Submission method options: Turnitin
 Task
Prepare a Training and/or Development Needs Assessment of an organisation/ organisational area
that you are familiar with or have access to based on the work you completed in assessment 1.
In undertaking the assignment, please ensure that you are able to demonstrate an understanding
of the process to assessing training and development needs. The Needs Assessment should
identify one main training and / or development need and recommend options e.g. training
programs that would address this need. In Assessment 3 you will develop these.
In your submission, you should:

Explain the reason for undertaking a needs assessment, this may include identification of
performance gaps;
Explain and justify the method you have chosen to conduct the needs assessment;
Evaluate the needs assessment process used to determine if training and/or development is
necessary; and
Examine possible outcomes if needs assessment is not properly planned or conducted.
Ensure that relevant academic literature is used to support your discussions. This should go
beyond the text book and be currently i.e. generally less than five years old.
Introduction
The Daikin Australia example highlights that before choosing a
training or development method, it is important to determine what
type of training or development is necessary and whether
employees are willing to learn.
Needs Assessment Definition
The process used to determine whether training is necessary
and , if so , in what areas.

May look at :
Organisational analysis
Functional analysis
Individual analysis
The performance gap
Addressing a performance gap with a
training action
Training isnt always the answer
Not all performance problems can be resolved with training
Addressing a performance gap
with an action not involving
training
Outcomes from Needs Assessment

Its the foundation for the training design;

Who needs training;
What do they need to learn?
What task, behaviours , skills and
knowledge is required; and
How will it be delivered-
outsourced, purchased, or
developed internally
Potential consequences if needs
assessment is inadequate (1 of 2)
Training may be incorrectly used as a solution to a
performance problem.
Training programs may have the wrong content,
objectives or methods.
Trainees may be sent to training programs for which
they do not have the basic skills, prerequisite skills or
confidence needed to learn.
(cont.)
Potential consequences if needs assessment is
inadequate (2 of 2)

Training may not deliver the expected learning, behaviour

change or financial results that the company expects.
Money may be spent on training programs that are
unnecessary because they are unrelated to the
companys business strategy.
Key concerns in needs assessment
 Need for content experts
Content expert is a person who is knowledgeable about:
understanding of businesses language , tools and products;
training issues;
training skills and abilities required for the task performance;
necessary equipment ; and
conditions under which the tasks must be performed .
The levels of needs assessment
Methods of organisational-level
needs assessment
Methods of functional- or
departmental-level needs assessment
Methods of individual-level needs
assessment
Determining if training is the best
solution (1 of 2)
The performance problem is important and has the
potential to cost the organisation a significant amount of
money from lost productivity or customers.
Employees do not know how to perform effectively.
Perhaps they received little or no previous training or the training
was ineffective.

Employees cannot demonstrate the correct knowledge or

behaviour.
Employees were trained but they infrequently or never used the
training content on the job. (cont.)
Determining if training is the best
solution (2 of 2)
Performance expectations are clear (input) and there are no
obstacles to performance, such as faulty tools or equipment.
There are positive consequences for good performance,
while poor performance is not rewarded.
Employees receive timely, relevant, accurate, constructive
and specific feedback about their performance (a feedback
issue).
Other solutions such as job redesign or transferring
employees to other jobs are too expensive or unrealistic.
(cont.)
Advantages and disadvantages of
needs assessment techniques (1 of 3)
Technique Advantages
Observation Generates data relevant to
work environment
Minimises interruption of work
Questionnaires Inexpensive
Can collect data from a large
number of persons
Data easily summarised
Disadvantages
Needs skilled observer
Employees behaviour may be
affected by being observed
Requires time
Possible low return rates,
inappropriate responses
Lacks detail
Only provides information directly
related to questions asked
(cont.)
Advantages and disadvantages of
needs assessment techniques (2 of 3)
Technique Advantages
Interviews Good at uncovering details of
training needs
Good at uncovering causes and
solutions of problems
Can explore unanticipated issues
that come up
Questions can be modified
Focus groups Useful with complex or
controversial issues that one
person may be unable or unwilling
to explore
Questions can be modified to
explore unanticipated issues
Disadvantages
Time consuming
Difficult to analyse
Needs skilled interviewer
Can be threatening to content
experts, who only provide information
they think you want to hear
Time consuming to organise
Group members provide information
they think you want to hear
Status or position differences may
limit participation
(cont.)
Advantages and disadvantages of
needs assessment techniques (3 of 3)
Technique Advantages Disadvantages
Documentation Good source of information on Technical language may be difficult to
(technical manuals and procedure understand
records) Objective Materials may be obsolete
Good source of task information for
new jobs and jobs in the process of
being created

Online technology Objective May threaten employees

(software) Minimises work interruption Potential to misuse information
Limited people input Requires interaction by computer or
phone
Competency
Areas of personal capability that enable employees to
successfully perform their jobs by achieving outcomes or
successfully performing tasks.
A competency can be:
knowledge
skills
attitudes
values
personal characteristics.
 Use of competency models for
training and developments

They identify behaviours needed for effective job

performance.
They provide a framework for ongoing coaching and
feedback to develop employees for current and future
roles.
https://www.careeronestop.
org/CompetencyModel/Tutori
als/how-to-use-competency-
models-demo.aspx
Summary
Watch these videos

https://youtu.be/x8iDSFAN_cc
https://youtu.be/X3cSAjHDeag