Needs Analysis

Brandon Dion

Module 2

Needs Analysis

In the person analysis there are a few key factors that must be taken in to account. First we must identify which specific employees are in need of training and ensure that they are prepared to accept the training as constructive. Then we must decide where the failure or deficiency lies within that person so that we can fix what is broken, whether it is a problem with knowledge, prior training, ability, or a combination of these factors. Through the use of observation and one on one interviewing with the individual employees, I feel that we could accurately diagnose the specific issues that team members are facing. It is important to observe what is going on when the employees don’t know that they are being watched in order to really get a grasp on how things are operating on a regular basis. Some questions that could be asked are: “What do you feel is holding you back?” “What do you feel management can do to assist you on meeting the customer service expectations that we have?” “What problems do you see around you with your peers and how the team functions as a whole?”.

As for the task analysis, that is more of what the employees are doing vs. what they should be doing. Again I think that observation would be the best tool to use to get a baseline for what the employees are doing so that it can be compared with what should be happening. Some questions there could be: “Why are you leaving out a particular step, or finding it unimportant to follow the model that you were trained on?” “How do you think we can most effectively get everyone on the same page and keep them committed to following a program that breeds success?”