10 Simple Steps for Determining Training Needs

TeamOJT Tip of the Month for September, 2003

All too often, training professionals waste months, even years, trying to identify training needs for a client organization or group. In today's ultra-competitive and high-tech environment, we simply don't have the time - and more importantly, the conclusions reached by having "outsiders" determine training needs are usually not even close to what is actually needed.

The only way to determine real training needs is to ask the employees themselves. They are the experts in what they do and don't know, and what they are and aren't able to do. Anyone with good facilitation skills can help employees accurately identify knowledge and skills that need training by following these simple steps:

Step 1 - Form a team of employees who are currently doing the job. Include employees with varying levels of skill and knowledge, not just subject matter experts.

Step 2 - Schedule a two-hour team session away from the distractions of the work place.

Step 3 - Tell team members that they will be answering the following two questions in a repetitive manner until they identify all tasks that need training.

Question 1: What do you need to know and be able to do to perform the job task_________________________________________________________?

Question 2: Can you teach and can someone learn that task in 30 minutes? (Yes or No)

Step 4 - Ask the team to select a job task for question 1. (Job tasks are distinct actions that describe what is done on any job; job tasks are made up of many smaller tasks. For example, a job task for customer service representatives at a life insurance company might be to service policies.)

Step 5 - Ask the team to brainstorm tasks that answer question 1. Write the answers on flip chart paper so that all can see. (List tasks as action verbs plus objects. For example, change policies, add beneficiaries, etc.)

Step 6 - Ask the team to answer question 2 for each task listed above - "yes" or "no".

Step 7 - Select any task marked "no" and ask question 1 again - this time, instead of the original job task (service policies, for example), place the selected task marked "no" in the blank of question 1.

Step 8 - Ask the team to brainstorm answers to the new question 1. (Write answers on new flip chart page.)

Step 9 - Ask the team to answer question 2 for each task listed in step 8 - "yes" or "no".

Step 10 - Continue asking questions 1 and 2 until all tasks are marked "yes".

When completed with this exercise, you will have a task listing identifying tasks that are required for that particular job. From this list, you may select some or all for training.

The tip of the month for October will explain how to write simple training modules on the tasks identified above.

Human Performance Applications
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