Designing a Training Program: Needs Analysis as the First Step

Transcription

1 Liberty Mutual Research Institute for Safety Designing a Training Program: Needs Analysis as the First Step Michelle M. Robertson, Ph.D., CPE 7 th Applied Ergonomics Conference Orlando, Florida

2 Overview Why Training? Describing an Instructional Systems Design Process Needs Analysis Case Studies Summary

3 Why Training? Demands of new technologies New work processes, procedures A key role in enabling an organization to link corporate goals with ergonomic practices, enhance organizational effectiveness, and facilitate the change process Improve employee s knowledge and skill base Modify how people work together, solve work related problems, and actively fulfill their role in ergonomics implementation

4 Training Effectiveness A critical component of workplace interventions and programs Personnel sub-system of a total work system design, macroergonomics Balance of workplace design and workers skills, knowledge and abilities Design of the training program is the critical element of success Training media is driven by the design

5 Instructional Systems Design Process Five Step process Based on educational psychology, instructional technology theories Step 1: Analysis Step 2: Design Step 3: Develop Step 4: Implement Step 5: Evaluate

6 Method Task Activities ANALYSIS Determine the problem Conduct a needs assessment Identify training goals Establish project management Determine training costs & benefits Conduct performance gap analysis Determine training solution Determine training goals Conduct organizational, task, & trainee analysis Determine project management steps: 1. planning 2. organizing 3. coordinating 4. evaluating 5. reporting DESIGN DEVELOP IMPLEMENT EVALUATE Identify Instructional Objectives Develop Instructional Objectives Determine Media Determine learning domain Create hierarchy of objectives Determine presentation strategies Identify media characteristics & resources Match objectives, strategies & media characteristics Design evaluation instruments Select Instructional Materials Develop Instructional Materials User Testing Revisions Evaluate existing materials Match learning objectives with training materials Revise existing training materials Develop new training materials Prototype & walkthrough Formative evaluation/revision Instructional Systems Design Approach Conduct Facilitator Training Determine Training Facility Capabilities Schedule the Training Course Identify facilitators Conduct facilitator training/feedback Identify training facility capabilities & training requirements Create training delivery schedule & resource requirements Evaluate Effectiveness Formative Evaluation Summative Evaluation Five Training Criteria Levels Final user testing Five evaluation steps: 1. Pre-training assessment & baseline 2. Post-trainee reaction 3. Learning 4. Behavior 5. Organizational results

7 Training Analysis: Method Determine the problem Conduct a needs assessment Identify training goals Establish project management Determine training costs & benefits

8 Training Analysis: Task Activities Conduct performance gap analysis Determine training solution Conduct organizational, task, & trainee analyses Determine training goals Determine project management steps: 1. planning 2. organizing 3. coordinating 4. evaluating 5. reporting

9 Performance Analysis Important to conduct to ensure that the performance and/or safety problem is a true training issue Question to ask What is the current performance?.what is desired? If performance problem is identified as a lack of skills, knowledge or abilities then training goals are determined Training cannot solve poor workplace design Combination of workplace design and training

10 Training Analysis: Three Analyses to Conduct Organizational analysis Identify existing training programs Organizational culture υ Support for training υ Who design the training? υ Who owns the training? υ Where does training take place? υ How to establish a training design team υ Prior cost/benefit models υ Evaluation of training effectiveness Develop training goals υ Link to organizational culture Conduct analysis by: υ Interviews υ Questionnaires υ Observations υ Archival data

11 Training Analysis Task analysis Determine needed skills, knowledge, & abilities Create a learning hierarchy

12 Training Analysis Person analysis Determine prior knowledge Individual differences Learning styles

13 Case Studies Workplace training Supervisory training Goal: To optimize injury response, reduce lost work time and return to work Maintenance Resource Management Supervisory training Goal: To improve communication, interpersonal skills to reduce human error Office Ergonomics Sr. management, supervisors, first-line employees Goal: To improve office ergonomics knowledge, reduce health and safety risks

14 Summary Effective training can be accomplished by using a Instructional System Design approach Needs analysis starts the process, a critical element Investment of time upfront, sets the stage clearly for the following steps Establishes commitment, resources early and determines evaluation metrics

15 Liberty Mutual Research Institute for Safety Helping people live safer, more secure lives.