{"id":11632,"date":"2020-05-07T21:12:12","date_gmt":"2020-05-08T02:12:12","guid":{"rendered":"https:\/\/trainingmag.com\/time-to-analyze\/"},"modified":"2022-12-05T14:05:03","modified_gmt":"2022-12-05T20:05:03","slug":"time-to-analyze","status":"publish","type":"post","link":"https:\/\/trainingmag.com\/time-to-analyze\/","title":{"rendered":"Time to Analyze"},"content":{"rendered":"

I am continuing with my plan to devote 2020\u2019s Last Word musings to reminders of the basics that are still relevant and need to be employed to be successful, credible, and accountable for our work in training and development. Let\u2019s move forward from the needs assessment discussed last issue to the needs analysis.<\/p>\n

What is the difference? Needs assessment is the action<\/strong> taken to gather, well, needs. This involves curating ideas through testimonials and user feedback, conducting surveys and focus groups, and crowdsourcing through social media\u2014 whatever works and is your most effective jam. Needs analysis is the process<\/strong> of sifting through the information gathered to begin to make decisions about next steps. It will look something like a report. It should reflect the results of all of the needs assessment actions taken. Choose to report numbers, percentages, issues, conflicts\u2014whatever is learned. These results help to shape and inform the strategy you devise and propose.<\/p>\n

For example, the needs assessment reveals:<\/p>\n

    \n
  1. Issues with access to particular tools or systems to perform the work efficiently.<\/li>\n
  2. Significant negativity about the state of learning content overall.<\/li>\n
  3. Learners loved \u201cthat one course\u201d from three years ago.<\/li>\n
  4. There are two or three people who do the work and are always willing to share their time and expertise with others when they need it.<\/li>\n<\/ol>\n

    PROPOSING SOLUTIONS<\/strong><\/p>\n

    Solutions you might propose in the needs analysis <\/strong>(report):<\/p>\n

      \n
    1. The issue might have nothing to do with training people at all\u2014you won\u2019t know until and unless you do further investigation. Let\u2019s say five people are sharing one computer and aren\u2019t given enough time to complete assigned e-learning courses. To be successful together, the solution(s) proposed may not be e-learning. Instead, consider good job aid(s), project-based classroom training, a workplace simulation, etc. You likely would have not considered these alternative choices without having done the needs assessment.<\/li>\n
    2. If e-learning is the only way to provide the content, then it is time to propose how you\u2019ll do things differently. Include how you\u2019ll market the \u201cnew and improved\u201d content to learners. And how you\u2019ll do a stellar job of collecting evaluative feedback, too.<\/li>\n
    3. You know what you have to do: Bring back that experience learners loved, some way, somehow! What did they like about it? Who was involved in bringing it to life?<\/li>\n
    4. Those two or three people mentioned are key to everyone\u2019s success. Could they \u201cguest lecture\u201d on their best practices and tips? Think of more than one way to leverage their expertise and internal \u201cfan club.\u201d Record videos or podcasts, host an online forum, speak in person in classes or lunch \u2019n learns\u2014the list of possibilities is long.<\/li>\n<\/ol>\n

      HELP LEARNERS SUCCEED<\/strong><\/p>\n

      Do the needs assessment. Use what you\u2019ve learned to craft the needs analysis (report) and include a variety of options. Don\u2019t guess. Don\u2019t assume one form of learning is the only way to do things. Be flexible. Propose the best option to help learners succeed!<\/p>\n

      Dawn J. Mahoney, CPLP, owns Learning in The White Space LLC, a freelance talent development (\u201ctraining\u201d) and instructional design consultancy. She is passionate about developing people through better training, better instructional design, and better dialog. Mahoney asks the tough questions to ensure the training content is relevant to the work and performance expectations. She does this work because she loves to see the moment when the learning \u201cdawns\u201d on her learners. If you need help, get in touch with her at: dawnjmahoney@gmail.com.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

      Needs analysis is the process of sifting through the information gathered during the needs assessment to begin to make decisions about next steps.<\/p>\n","protected":false},"author":1845,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"cybocfi_hide_featured_image":"","footnotes":""},"categories":[12],"tags":[24],"class_list":{"0":"post-11632","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-magazine","7":"tag-last-word","8":"magazine_issues-may-2020"},"acf":[],"yoast_head":"\nTime to Analyze<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/trainingmag.com\/time-to-analyze\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Time to 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