Identifying Training Needs and Evaluating Training

Course Objectives

By the end of the course, participants will be able to:

• Apply internationally recognized methods for identifying training needs
• Analyze and sort the data obtained from a Training Needs Assessment (TNA)
• Write Instructional Learning Objectives (ILOs) that are aligned with the results of the TNA
• Evaluate the effectiveness of training at various levels using proper data collection methods and instruments for each level of evaluation
• List ways to improve transfer of skills from training workshops to the workplace
• Calculate the Return on Investment (ROI) for training programs by determining their financial costs and returns

• The general framework
  • Reasons for identifying needs
  • Present and future indicators of training needs
  • Responsibilities of stakeholders
    • The style inventory
    • Identifying potential internal training resources and Subject Matter Experts (SMEs)
• Methods for Identifying Training Needs (ITN)
  • The four steps of needs assessment
  • Questions to ask during each phase
  • Data collection template
  • Data gathering: the cornerstone for ITN
  • Quantitative and qualitative methods
  • From interviews to focus groups
  • Comparison of primary data gathering methods
    • Advantages and disadvantages
    • Characteristics of data gathering methods
• Linking training needs analysis with program design and program evaluation
  • Significance of instructional learning objectives
  • Components and characteristics of ILOs
  • Writing ILOs
  • Ten lessons on how to evaluate training
  • Levels of evaluation:
    • Levels defined
    • Preliminary evaluation information
    • Chain of impact between levels
    • Characteristics of evaluation levels
    • An overview of ROI
    • Evaluation matrix
• Evaluation at levels I and II
  • Reaction sheets
  • Characteristics of a reaction sheet
  • Tests: pre and post
• Evaluation at level III: skill transfer from the workshop to the workplace
  • What often happens versus what should happen
  • Barriers to skill transfer
  • Ways to improve skill transfer
  • Responsibility for improving skills transfer
  • Methods to measure transfer of learning to the job
• Converting data to monetary value and calculating the return on investment (levels IV and V)
  • Hard data
  • Soft data
  • Characteristics of hard and soft data
  • Isolating the effects of training
  • Tabulating program cost
  • A practical case study on calculating ROI