Training Needs Assessment

My organization breaks training down into three categories.

1.  Mandatory – These trainings would be ones that are required for compliance to Federal and State Law or Human Resources best practices.
2. On the Job – These trainings that are necessary for people to competently do their jobs.
3.  Professional Development – These trainings are used to prepare people for future roles within the organization or to improve performance in their current roles. 

At my organization we have used a system that is similar to the Mager’s Theory for writing learning objectives. 

Mager's Theory 

Behavior: The behavior should be specific and observable.
Condition: The conditions under which the behavior is to be completed should be stated, including what tools or assistance are to be provided.
Standard: The level of performance that is desirable should be stated, including an acceptable range of answers that are allowable as correct.

 This method is a 3 part method that uses a measurable verb, defines an important condition, and defines what criterion must be met for acceptable performance.  We do use gap analysis to help determine what, On the Job training, and Professional Development training are needed in the organization.  We have just developed a training program for our Custom Applicators that has been based on performance gaps from the previous season. This training will be a 4 part training and will bring all 14 of our Custom Applicators together to learn how to improve their performance.  Applicators that are not experiencing problems in the field will help to mentor others during the hands on portion of the training.

The learning objectives for this class are as follows:

1.  Applicators will be able to accurately calibrate their spray machine to deliver accurate application rate of fertilizer and chemical
2.  Applicators will be able to demonstrate proper clean out procedures to eliminate cross contamination.
3.  Applicators will be able to identify common weeds in order to effectively communicate field conditions to the company agronomist.    
4. Applicators will be able to accurately demonstrate proper field entry and exit strategies. 

If we analyzed this training needs assessment through the 4 step process discussed in our lecture, it would prove to be an effective tool for developing this training.   As in step one, when we are determining the need for a training it has been through a gap analysis.  What gap in the performance has been identified?  For our Custom Applicator class, problems in the field last season has determined what skills must be improved for success in the upcoming season. Errors in calibration, clean out, and field strategy have been consistent issues that need to be addressed.  Weed identification is training that our applicators have requested.   This portion of the training would fall into the professional development category. Step two asks us to determine if an on-demand training objective would be appropriate.  In this case, it would not be appropriate.  This training will be all hands on, while networking with peers to achieve the optimum outcome.  In our organization, on-demand training would be more appropriate for our mandatory trainings that are done yearly. Step three asks us to write learning objectives that align with desired performance.  Each of our trainings will have objectives that are in line with Bloom’s taxonomy.  On trainings such as our Custom Applicator class, the objectives are aligned with areas that were identified by our gap analysis, whereas with an annual mandatory training, sometimes the objective seems to be, “because we have to.” As an organization we should be better at communicating all learning objectives even if the training is repeated yearly and identify to our employees how the training aligns with the desired performance.  Step four asks us to develop learning objectives that will address the performance gap.  The learning objectives for our Custom Applicator training are aligned with desired performance and are clearly stated as to how that performance will be achieved and evaluated.  

In order to make trainings successful, you must clearly articulate the goal of the training, understand how you will measure success, align your learning objectives to the desired performance, and design the training to appropriately address the level of the learner.