Staffing Chapter 3
Design process of job begins with needs assessment – process used to determine whether
training is necessary
Involves: organizational analysis, person analysis, and task analysis.
Organizational analysis – considers the context in which training will occur. Involves
determining the appropriateness of training, given company’s business strategy, available
resources, and support by managers and peers.
Personal analysis – used to determine who needs training. Involves 1. Determining
whether performance deficiencies result from lack of knowledge, skill, or ability (a
training issue) or from a motivational or work design problem 2. Identifying who needs
training and 3. Determining employees’ readiness for training
Task analysis – identifies important tasks and knowledge, skills, and behaviors that need
to be emphasized in training for employees to complete their tasks.
Why is needs assessment necessary?
Needs assessment is first step in instructional design process, if not properly conducted
one of the following could occur:
Training could incorrectly be used for a problem that is a performance issue
Training programs may have 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 to learn from
Training will not deliver the expected learning, behavior change, or financial results
that company expects
Money spent on training programs that are unnecessary and unrelated to company
There are many “pressure points” that suggest training is necessary: performance
problems, new technology, internal or external customer requests, job redesign, new
legislation, changes in customer preferences, new products, or employees’ lack of skills –
NOTE that pressure points do NOT guarantee that training is the correct solution
Needs assessment is necessary because it shows results in who needs training, what
trainees need to learn, plus knowledge, skill, behavior, or other job requirements