Interpersonal Skills or Presentation Skills

NEEDS ASSESSMENT 6

Needs Assessment

Student’s Name

University Affiliation

PART ONE: Online Needs Assessment Survey

TRAINING NEEDS SURVEY

Below is a current Training Needs Analysis Questionnaire which should be completed by the end of the day. Please set aside time to go through the paper and answer the questions accurately and honestly. The purpose of this survey is to identify and develop training priorities that help in training priorities. The results of this analysis will be confidential. Feel free to contact the HR Department in case of queries. Thank you for your time and cooperation in this.

Best regards,

Demographics

Please complete the following section accurately.

1. Which department do you work in?

a. Sales and Marketing

b. Finance

c. Human Resource

d. Administrative

2. How long have you worked at the organization?

3. Name your current job role or responsibility in the department

4. List the type of training you have received over your years of employment in this organization.

5. Select the topics that you believe are your most crucial development and training needs

a. Accounting

b. Coaching

c. ICT

d. Presentation skills

e. Project management

f. Strategic planning

g. Team work

h. Financial reporting

In a scale of 1 to 5, please rate your knowledge, mastery, or skills in each of the following sections.

Communication

6. Written communication skills

7. Spoken communication skills

Interpersonal Skills

8. Addressing issues in a timely fashion

9. Understanding and respecting the opinions of others

Problem Solving Skills

10. Risk identification and assessment

11. Ability to develop innovative solutions to address problems

Business Skills

12. Understanding the objectives and goals of the business

13. Does the objectives align to individual goal of growth and development

14. Is constructive feedback given in time and effectively?

15. Is effective training offered within the organization?

PART TWO: Needs Assessment Survey

A need assessment survey was conducted in which 15 participants were included in the survey. 12 participants fully completed the analysis questionnaires while the rest 3 did not complete the survey. The participants were random employees in different departments in the organization. The information provided by the participants was greatly useful in determining training needs of the organizations. The survey took approximately 24 hours after which the questionnaires were handed back to the human resource manager.

PART THREE: Needs Assessment Analysis

20 participants were invited to participate in the needs assessment. However, only 15 of them responded to the call and undertook the survey. This number represented 75% of the entire population that was invited to participate.

From the information that was generated from the survey, it was identified that the organization needed to undertake several training needs. Among these training needs were financial reporting skills, problem solving skills, property management skills, and strategic planning skills.

The training audience of the organization includes departmental managers, and fellow employees in charge of complex tasks and projects.

During this project, training will focus on helping employees develop problem solving skills. This training need is crucial above others since many employees complained of having less training on problem identification and solving skills. It was also identified that many employees could not solve effectively and timely solve sudden problems that may arise in the organization.

There are other issues that were identified that are not training needs. Such issues include low morale, conflicts between employees, and inadequate resources in the organization.

As a training consultant, I would advise Ryan to address the issue of low morale by helping the individual identify the cause of the problem and coming up with a solution that will lead to a positive difference. He should also solve infighting by resolving the issues between the conflicting parties or replacing one or both of them with new employees. Ryan should also aim at solving the issues with inadequate resources in the organization.

There are various techniques that can be implemented in a needs assessment survey. One major technique is interviews. This approach is beneficial as it will provide an opportunity for the interviewer to have a face to face discussion with the respondents. The interviewer will gain first hand information, determine the emotions, complexity and intensity of feelings of respondents towards particular subjects, and also allows the respondents to seek clarifications where they do not understand.

References

Angela Wilson (2020). Training versus performance: It isn’t always a training issue. Training Industry. https://trainingindustry.com/magazine/issue/training-versus-performance-it-isnt-always-a-training-issue/

Tom LaForce (May 29, 2016). 5 problems training won’t solve. https://laforceteamwork.com/5-problems-training-wont-solve/