1. How will Monday be Different? Conducting a powerful training needs assessment Denise Traicoff CDC/Center for Global Health/Sustainable Management Development Program March 2012

2. Learning Objectives When you complete this session you will be able to:  Identify performance problems which can be addressed through training  Ask key questions to identify the root cause of a performance problem  Develop a training needs assessment

3. Why do employees fail to perform? PERFORMANCE PROBLEM POSSIBLE SOLUTION 1. They don’t know why they should do it Show them the big picture and how they fit in it 2. The don’t know how to do it Confirm this is true by asking: “Could they do it if their life depended on it?” 3. They don’t know what they are supposed to do Tell them. Ask them to repeat it or demonstrate it to ensure accurate understanding. 4. They think something else is more important Help them prioritize 5. There is no positive consequence to them for doing it Recognize achievement. Reward and praise appropriate behavior 6. They are punished for doing what they are supposed to do. Does the top performer get the ‘reward’ of more work? 7. There are no negative consequences for poor performance Do employees get the same salary or raise regardless of performance? Are performance reviews rigorous? 8. Obstacles beyond their control get in their way Focus on resolving the obstacle-if possible, involve the employee in determining the solution

4. The 5 components of successful training are A_____________ D_____________ I______________ E__________ Implement Design Develop Analyze Evaluate

5. What is the key question? What is broken, or what is new, that makes you think training is the answer?

6. What is the key question? What is broken, or what is new, that makes you think training is the answer?

7. Develop a needs assessment Focus the problem or goal Profile the target audience Create list of stakeholders Identify stakeholder requirements Identify point of contact Confirm availability of experts

8. Develop a needs assessment Focus the problem or goal Confirm the problem or goal Interview stakeholders Interview the target audience Profile the audience’s managers Interview subject matter experts Review documents Ask Why? five times

9. Develop a needs assessment Focus the problem or goal Confirm the problem or goal Seek Solutions Identify possible actions Identify the training issues Gain consensus on an action plan Identify logistical issues

10. Use multiple collection methods 1.Observation 2.Questionnaire 3.Key consultation 4.Interview 5.Group discussion 6.Test 7.Reports 8.Work samples

11. Conduct a mini needs assessment 1. Focus the problem or goal 2. Confirm the problem or goal 3. Seek solutions You can still

12. It would be nice to learn….

13. What should you ask?  What is the audience like?  What is the work environment like?  What is the task like?  What is the learning environment like?

14. Mini Needs Assessment How will Monday be different? What should the participants be able to do when they complete this session? What are the most important points to remember about this topic? Would this topic provide an opportunity for hands- on activity? What do you think is the best training method for participants to understand these points? How could we evaluate whether the participant has learned the key points?

15. What kind of questions do YOU ask?

16. A Word about Learning Styles Visual Learners Think in color, size and shape Create diagrams of what they hear Run movies in their minds Kinesthetic Learners Prefer to use their hands Like to participate in groups, work on quizzes, and move about Relive the sensation See It Do It Hear It Auditory Learners Prefer facts, details, clear vocal presentations and audio tapes Pay special attention to the speaker’s voice: the tone, energy, enthusiasm and pace Play a tape recorder in their minds

17. What’s next? Let’s take a trip!

18. Organizational Analysis User Analysis & Task Analysis Content Analysis APHPMT Assessment Methodology

19. Morocco Ministry of Health Problem Reform of the existing Masters programs in Hospital Administration & Health Program Management Data Collection Questionnaires Key Informant interviews HR Departmental Interviews Site Visits Representative workshops

20. Summary  Focus on what’s broken  Beware of scope creep!  Meet the accomplished performer  Keep surveys brief  Take good notes  Remember the E: Evaluate the assessment  Identify true training issues

21. Resources  Mel Silberman, Active Training, 2nd ed. Jossey- Bass/Pfeiffer, 1998  R. Craig, ed. The ASTD Training & Development Handbook, 4th ed. New York, McGraw-Hill, 1996  www.astd.org  www.ispi.org  adulted.about.com/od/trngneedsasst/a/needsassessment.h tm  www.surveymonkey.com Thanks to  Eric Gogstad– CDC/CGH