business idea

IRE347 TRAINING & DEVELOPMENT Anny Fong M.Eng, MBA, LL.M, PMP

July 11, 2022

Agenda

¨ Feedback & common questions from exit cards

¨ Recap from previous class ¨ Needs analysis ¨ Case Discussion ¨ A look into the (near) future ¨ Group work

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Questions from exit cards ¨ How do we determine what’s the best training method for each

individual? ¨ How do you know what learning styles your trainees have? ¨ Is it true that employers prioritize informal learning over formal

learning once candidates receive a minimum level of formal learning (e.g. university education)?

¨ What happens when a candidate completes all the training modules, but they are unfit for the role?

¨ What is generalization (in the context of learning a skill)? ¨ Is there a particular order of the learning steps (e.g. AC, CE,

etc.)? ¨ Would there be any obvious change in IKEA’s manager training

program during the pandemic? ¨ How can you motivate employees if they don’t want to learn? ¨ Will we have time for group work each class?

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Quick recap of previous class

¨ 70-20-10 model ¨ Learning outcomes ¨ Adaptive Character of Thought (ACT) theory ¨ Learning styles

¤ Kolb’s ¤ Fleming’s VARK

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First impressions of needs analysis

¨ Kahoot!

¨ To participate, join at ¤ www.kahoot.it or Kahoot! App ¤ Enter the game PIN when it’s time

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Needs Analysis – What is it and why do I care? 6

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¨ First step in instructional system design

¨ Determines what we’re trying to solve for ¤ Process gaps ¤ Deficiencies ¤ Etc.

¨ Identifies gaps between current and desired results

Why do I care?

What is the context?

What am I solving for?

Steps in the needs analysis process 8

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Concern? Importance? Stakeholder buy-in? Data

collection

¨ Why do I care?

Image sources: The Noun Project: problem by IconPai, important by Gregor Cresnar, approval by Adrien Coquet, data by Mat fine

Levels of needs analysis 9

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¨ What is the context? • Strategic alignment • Environmental • Resource analysis • Organizational context

• Activities involved

• Cognitive processes

• KSAs • Team-based

competencies

• Who needs training?

• Readiness for training?

Organization

PersonTask

Needs analysis methods & sources 10

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Methods

• Observation • Questionnaire • Consult SMEs • Interviews • Tests • Work samples • Records, reports • Group discussions

Sources

• Employees • Managers • HR • SMEs

Not an exhaustive list!

Outcomes of needs analysis 11

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¨ What am I solving for?

Target State •Is T&D an appropriate

solution? •What area needs training?

What type of training? •Who needs training?

Outcomes •Informs training outcomes

Design •Assists in designing training

programs

Image sources: The Noun Project: gap analysis by Matt Brooks, achieve by Alice Design, art by Indro

Barriers to effective performance 12

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Developing solutions to performance problems

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¨ Is there a simple solution? ¤ Process? ¤ Technology? ¤ Aids?

¨ Are the right incentives in place? ¨ Is there a skill deficiency? ¨ Does the EE have potential to change?

¤ Yes – training may be a solution ¤ No – consider replacing EE

Performance problems and training 14

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Obstacles to needs analysis 15

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Typical obstacles • Trainers are not rewarded • Managers prefer action

over analysis • Perception that identifying

training needs is a waste of time

• Different agendas (politics?)

• Resource constraints (e.g. time and cost)

Possible ways to overcome • Proving (or disproving)

using data • Persuading management

of the importance of conducting a needs analysis

• Stakeholder buy-in • Budgeting

The Asthma Attack case discussion

Breakout Discussion 1. Identify these key components of the needs analysis

process ¤ What is the concern and is it important? ¤ Who are the stakeholders? ¤ What is the context? (organization, task, person)

2. What are the key training needs to be addressed? What would be the training outcomes?

3. What methods and sources could be used to conduct needs analysis?

4. What barriers were there that caused a breakdown in performance?

5. What could be some practical challenges of implementing this training?

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Summary

¨ Needs analysis process ¨ Steps in the needs analysis process ¨ Levels of needs analysis ¨ Outcomes of needs analysis ¨ Methods and sources for needs analysis ¨ Barriers to effective performance ¨ Developing solutions to performance problems ¨ Performance problems and training ¨ Obstacles to needs analysis and ways to overcome

them

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Exit cards! 18

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¨ Before you leave today, please fill in the exit card ¤ Instead of an ‘attendance’ sign in ¤ Opportunity to reflect on today’s class

¨ Quercus > Quizzes > Exit Card – Class 3

Looking Forward

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July 13 •Training Design •Beer Store case

July 18 •On-the-job and off-the-job training

•“The altercation” case

July 20 •Technology- based training methods

•“Flotation Ltd” case

July 25 •Training delivery •Houghton Refrigeration case

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Image sources: The Noun Project: Crystal ball by Sumit Saengthong, running by DinosoftLab, tech by Wenjie, delivery by Rutmer Zijkstra, transfer by iconesia