Needs Analysis Assignment

Mgmt 4350 - Iverson

Select an organization for which you would like to develop a training and development program.
It may be a business, charitable organization, religious institution, etc. Think of yourself as a
training consultant for the organization. You are trying to address real performance
deficiencies/gaps. The training you develop and deliver will be based upon your findings in this
needs analysis.
Your analysis will take place on all three levels (organizational, operational and person); however,
the methods you use to collect the information may overlap and be done at the same time.
Possible methods include: interview (sample group), survey, observation, document review, etc.
(See Chapter #4 in your textbook for more detailed description of methods.)
As you conduct your analysis, be sensitive to confidential information. You do not want to delve
into sensitive or confidential matters. If you discover things that may be considered sensitive, ask
permission to share them for this assignment. Assure them what is discussed will remain
confidential, and keep it confidential.
Organizational Analysis:
1. Identify where the organization currently is (mission, values, goals, strategies,
etc.) and identify where it wishes to be in the future. Examine resources and how
they are allocated.
2. Look at the organizations internal environment: structure, policies, procedures,
job design, work flow, etc. (What are the roadblocks?)
3. Determine the impact of the internal environment on training and transfer of
training. (Is the performance deficiency worth fixing?)
Outcome: Identification of where gap/deficiency is and whether or not it is worth the
time, money and effort to fix.
Operational Analysis: Once the organizational area has been identified it is necessary to
examine tasks in the area identified that may be deficient.
1. Analyize what the tasks of the job are. (Job analysis)
2. Identify the level of performance required to do the job effectively.
3. Identify the KSA needed to performance at the required level.
4. Identify the barriers to reaching desired performance (May overlap with
organizational analysis).
Outcome: Identification of the behavior change needed and expected performance
required in order for the job incumbents to be successful in current or future job
demands.
Person Analysis: Once the operational analysis determines the job tasks and KSAs, the Person
analysis must be done to determined who is not meeting the expected performance levels and
why.
1. Identify the actual performance levels of all incumbents to determine if they are
deficient in any way to meet current or future job demands.
2. Identify performance deficiencies/gaps
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3. Identify all possible causes of the gaps.

4. Identify solutions to the gap(s)
5.
Outcome: Identification of performance deficiencies/gaps (actual performance (AP) expected performance (EP)), their causes and possible solutions to close the gap.
You may use any method or methods outlined in the text to conduct your analysis. Remember,
much of the information can be collected via the same method during the same time period. If
you choose to use an interview or a questionnaire, below is a list of questions that may help you
conduct your training needs analysis. This is a brief list and there are many other questions that
can be asked.
1.What are some of the performance gaps you see in your (areas where they are not
performing as well as needed)? (Examples: customer service, cooperation, burnout, phone skills, performance appraisals, discrimination, inexperience, time
management, etc.)
2.Which gap(s) are hurting your organization the most?
3.Which of these gaps are mostly caused by unclear roles or expectations or lack of
knowledge, or skills?
4.Which one(s) should we address with a training program for my class?
5.For the selected gaps, which group or groups of employees are these training gaps
most apparent (e.g., upper management, front-line leaders, all levels, etc.)?
6.

What percent of each gap is due to:

Lack of support, authority, or tools?

Lack of motivation?

Lack of clear roles or expectations?

Lack of knowledge or skills?

7. What, specifically, do these employees to be able to know, say, do, think, and feel
about this topic? For each item, does it need to be included in a training program will training make any difference?

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Needs Analysis Assignment Outcomes

Needs Analysis Assignment Grading
Points
Possible
5
10
30
10

Topics
For each topic, points will be deducted if the topic is not adequately addressed or
incomplete or descriptions/explanations are not understandable.
Include a cover page with your name, the name of the organization, a brief description of the
organization (what they do, how many employees, etc.).
Describe the methods used in conducting your needs analysis and why these methods where
selected.
Explain your findings: Provide all the details you discovered during each of the three levels
of analysis: Organizational, Operational, Person (answer the questions indicated on
assignment sheet thoroughly)
List and describe all of the performance discrepancies/gaps you discovered (complete list).
Properly identify which ones can be addressed through training and why as well as which
ones cannot be addressed through training and why.

Prioritize the ones that can be addressed through training and indicate why they are a
priority.

20

Describe which performance gap(s) due to lack of training you will address in this course
and why. List the specific items that need to be included in this training program. (basic
outline)

20

Explain what you learned about doing a training needs analysis from doing this assignment.

100

TOTAL POINTS POSSIBLE

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