Investment Needs Assessment by ukt32685

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									  CDSS Training
Needs Assessment:
  Managing Our
   Investment
    in People
    Are YOU managing your
         investment?

• If you aren’t managing your training
  investment, achieving success in your
  organization is like gambling...
Don’t Gamble…Assess
   Training Needs

• Determine whether your employees are
  prepared to meet current and future
  challenges.

• Provide training appropriate for your
  specific business needs.
Potential Returns of a
Training Investment:

$ Improved               $ Staff feel valued
  performance              and productive
$ Internalization of     $ Improved retention
  organizational goals     rates
$ Improved               $ Succession
  attitude/morale          planning/readiness
            Training Defined
• Training is:
  – any structured activity that is the
    result of a consciously assessed
    learning need
  – designed to improve an individual or
    organization’s performance.
• Training may include:
  – classroom training, use of library
    materials, on-line training, job aids...
            Isn’t that YOUR Job?
Training is not just a Training Bureau
 responsibility.
It must be a cornerstone of the CDSS
 strategic plan and your business plan.
Managers and supervisors must lead,
 support, and provide input into the
 training effort to insure the best use of
 their investment in people.
  Why is CDSS Conducting
Training Needs Assessment?
Because it makes good business sense:

  Divisions will make training investments based
    on identified business needs -- ROI
  Training Bureau will have information to more
    effectively meet the needs of its customers
  Goal 5: Engaged and Productive Employees
CDSS Can’t Afford NOT to
     Conduct NA
• “But NA is time consuming and costly.”

• Consider the costs of untrained staff or
  training unrelated to business needs.
          What’s Involved?
• Review Business plan/needs

• Gather Data (Training Needs Assessment)

• Develop a Division Training Plan
      Division Training Plan
Your Division Training Plan will include:

Division Training Staff
Technical Program-Training Goals and
 Objectives
Technical Computer and Soft Skill Training
 Needs (leadership, communication, etc.)
Special Training Requests
 In developing your Division
 Training Plan, you’ll need to
know the services available to
  your Division through the
  CDSS Training Bureau...
        Training Bureau
 Our Mission: to develop individuals
 and organizations so that people can
 contribute their best to the CDSS
 mission.
 Our Vision: to provide CDSS with
 the highest quality and most
 responsive Human Resource
 Development program in state
 service.
       What We Offer:

Technical Training Unit
Soft Skill Training
Management Consulting
 Technical Training Unit -
        Classes
– Windows 95 Orientation
– MS Word 97
– MS Excel
– MS Access
– MS Outlook
– MS Internet Explorer
– Webfind
– Power Point
     Soft Skills Training
–   New Employee Orientation
–   Management Skills Program
–   Presentation Skills
–   Facilitation Skills
–   It Takes All Types
–   Stress Management
–   Supervisors Forum, Department Trainers Mtg
–   Quarterly Managers Meeting
Management Consulting
      Services
 – Meeting Facilitation
 – Performance Consulting
 – Transition Meetings
 – Team Building
Professional Management
 Development Program

– Evaluation Training
– Development Training
– Continuous Learning Program
– Mid-Level Managers’ Skills Program
– “So You Want to be a Supervisor”
Let’s go through the needs
 assessment process….
      Multi-Level Assessment
Organizational Occupational                 Individual

Looks at broad        Looks at              Looks at
performance           differences           differences
issues, trends, and   between required      between required
the strategic plan.   and current           and current
                      performance levels    performance levels
                      of key occupational   of employees.
                      groups (clerical,
                      analytical, m/s).
NA at the Organizational Level

• Interviews with Executive
 Management Team
• Interviews with Division
 Management
• Training Data Tracking
NA at the
Occupational Level
• Focus groups and questionnaires (NA
  Tool) conducted at all levels.

• Identify the importance of various skills
  to the work they do, and assess their
  need for critical or refresher training.
   NA at the
   Individual Level
NA at the Individual Level is a joint effort between the
  supervisor and employee, involving:
 Performance appraisal
 Informal observation of performance and needs
 Ongoing discussion about business objectives,
  performance, and training needs
 PMD training “How to Develop Staff”
 Administration of NA survey
        Clerical Skills Assessment Tool
This tool will assist in gathering information regarding the training needs of your
division and CDSS overall. Where applicable to your position, please rate each
item as to its importance in your job and as to your need for training in that area.
Thank you.
  Importance to Job:
                                                   Developmental Need:
  1    Critically important to job                 1 Critical need for training/development
  2    Medium Importance to job                    2 Refresher need for training/development
  3    Low importance to job                       Leave blank if no training/development is
  NA Not applicable to this position               needed


                   Competency                    Expected of     Importance      Development
                                                                   to job           Need
             Office Processes
Type and format letters, notes, reports,        OA, OT, ES, EA
memos, and other documents
Proofread documents for grammar, punctuation,   OA, OT, ES, EA
spelling
Receive, review and distribute incoming         OA, OT, ES, EA
documents
Maintain basic files                            OA, OT, ES, EA
       Analyst Skills Assessment Tool
This tool will assist in gathering information regarding the training needs of your
division and CDSS overall. Where applicable to your position, please rate each
item as to its importance in your job and as to your need for training in that
area. Thank you.

 Importance to Job:                                      Developmental Need:
 1 Critically important to job                           1   Critical need for training/development
 2 Medium Importance to job                              2 Refresher need for training/development
 3 Low importance to job                                 Leave blank if no training/development is
 NA Not applicable to this position                      needed


                                                                      Importance   Developmental
                                                                      to job       Need
                          Orientation
Set short-term and long-term goals that embrace the CDSS
mission and vision
Focus performance on the delivery of products and services on
time, within budget and according to CDSS standards
Involve himself/herself in the activities, products and services of
his/her unit and other key organizational entities
    Leadership Skills Assessment Tool
This tool will assist in gathering information regarding the training needs of your
division and CDSS overall. Where applicable to your position, please rate each
item as to its importance in your job and as to your need for training in that area.
Thank you.


  Importance to Job:
                                                      Developmental Need
  1 Critically important to job
                                                      1 High need for training/development
  2 Medium Importance to job
                                                      2 Refresher need for training/development
  3 Low importance to job
                                                      Leave blank if no training/development is
  NA Not applicable to this position
                                                      needed


Competency                                                           Importance   Developmental
                                                                      to job      Need
        Leadership Skill: Change Agent
1. Makes a professional commitment to CDSS
Clearly understands the vision, mission, and goals of the CDSS
and their relationship to his/her responsibilities
Makes the organizational mission a personal mission (e.g., being
fully committed and believing in the vision, mission, and goals of
the CDSS.)
Assumes an effective role in the management team and in policy
development (e.g., anticipating problems, proposing viable
alternatives, accommodating the concerns of others, supporting
solutions chosen by top management, etc.)
 Division Needs Assessment Workplan
 Interviews/Meetings
   -Deputy
   -Key Division Management Staff
 Focus Groups and NA Questionnaire (a sample)
   -Clerical Staff
   -Analysts
   -M/Ss
 Division Training Plan
 All Divisions-> Department Training Plan
 Ongoing Process
         Glad You Asked...
• Won’t the NA process build staff expectations
  that the training they request will be
  provided/funded?

• Each training request should be reviewed in
  terms of how it will meet a business need.
• Training for development may be provided
  after business needs are met.
          Glad You Asked...
• What if there is a difference in the way M/S
  prioritize training needs and the way in which
  their staff prioritizes them?

• These differences may reflect different
  perceptions regarding organizational goals
  – communication & clarification of goals
         Glad You Asked...
• How does NA benefit the Department?

• Training solutions for business needs, with
  minimum cost
• Increased availability of funds for career
  development
• Engaged and Productive Employees!
Monitor your investments, and
   watch your Return On
    Investment develop!
      Additional Questions?

								
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