Training Assessment Options

Companies used to teach everyone the same thing at the same time in the same way.  Because everyone is different and has different needs and roles, smart organizations are targeting their development to make a bigger impact.

Before recommending a learning and development program, responsible practitioners conduct a thorough training assessment and needs analysis…not only to clearly identify important skill gaps but also to get stakeholder buy-in for later reinforcement and to create a baseline against which to measure success. 

There are a variety of methods to collect data. You will have to decide which will give you the breadth and depth of information you need to design and deliver a successful solution. Here are your overall choices from the simplest and least costly to the more sophisticated and data-rich:

1. Simple observation
2. Stakeholder interviews
3. Focus groups 
4. Analysis of existing reports and work samples
5. Surveys, both oral and written
6. Performance tests to assess knowledge and/or skill level
7. Simulations

The last three options can be correlated to performance.  Though many inexperienced or old school learning and development practitioners balk at the extra effort involved in assessing skill and performance gaps, it is what will give enough substance and meaning to your learning solution to change behavior and make a business impact.