Shirley J. Caruso, Ed.D. Workplace training can be either proactive or reactive. When organizations take a proactive approach to workplace training, the goal is to prevent or promote a certain behavior or behaviors in an effort to increase revenue, avoid costs, and/or improve service. Taking a proactive approach to workplace training often requires organizations to be well versed in current … [Read more...]
What is a Task Analysis?
Using Brainstorming as an Approach to Creative Problem Solving
Brainstorming was created by Alex Osborn of the advertising firm Batten, Barton, Durstine, and Osborn to increase the quantity and quality of advertising ideas. The process became known as brainstorming because the participants’ brains were used to “storm” a problem. Some people want to discount brainstorming because it is a simple process. Brainstorming is not to be … [Read more...]
Approaches to Identification of Training Needs
Employee training refers to the teaching of specific knowledge, skills, and attitudes (KSA) to an employee. It is any effort to improve current or future employee performance by enhancing an employee’s ability to perform through learning, usually by altering the employee’s attitude or increasing his or her skills and knowledge. The need for training is determined by an employee’s performance … [Read more...]
The Four Key Steps of Training Needs Analysis
Training needs analysis has different characterizations depending on the objective of the situation. First of all, it is the evaluation of a situation to determine whether or not training will enhance the performance of an employee or employees, or close or significantly narrow a performance gap. Secondly, it is the assessment of the training results and training that takes place in order to … [Read more...]
Employee Training Needs Analysis
Employee training refers to the teaching of specific knowledge, skills, and attitudes (KSA) to an employee. It is any effort to improve current or future employee performance by enhancing an employee’s ability to perform through learning, usually by altering the employee’s attitude or increasing his or her skills and knowledge. The need for training is determined by an employee’s performance … [Read more...]
Determining the Need for Training
Shirley J. Caruso, Ed.D. Organizations need to adjust to changing external as well as internal environments of the organization so that they are aligned with today’s rapidly changing world. With rapid changes in technology, demographics, and globalization comes the need for newer methods of accomplishing things within the organization. However, newer technology, processes and procedures are often … [Read more...]
When Does A Training Need Exist?
A training need exists when a certain weakness can be overcome by the application of systematic training. This is in fact implied in the meaning of the term ‘training need’ as it is intended in the theory and practice of training. The word need suggests some kind of deficit somewhere in an individual’s ability to perform. Training, on the other hand, suggests that this deficit can be overcome … [Read more...]
Conducting an Instructional Analysis
The Analysis Phase of the ADDIE (Analyze, Design, Develop, Implement, and Evaluate) instructional design model is the basis for all other phases of instructional design. This phase can be broken down into Performance Analysis, Instructional Analysis, Audience Analysis, and Delineate Objectives. This article discusses conducting an instructional analysis. Following a performance analysis where … [Read more...]
Improving Organization Performance through Performance Analysis
By Shirley J. Caruso, Ed.D. When you wish to improve organizational performance or resolve a problem that has been observed or brought to the attention of members of an organization, a performance analysis is warranted. According to Phillips (2002), there are four performance improvement needs: Business, Job Performance, Training, and Individual (Phillips, 2002). When a performance analysis is … [Read more...]