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Needs Analysis Assignment

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    April W.
    US
    April W.

    Utilizing electronically-based surveys have always been a practice I've used. I do however like the idea of focus groups as you gain the real "live and in-person" experience in querying others. However, the advantage of electronic surveys is that people seem to be more forthright and open in their responses.

    Andrea N.
    IT
    Andrea N.

    I love focus groups particularly when there are 1-2 motivated participants who inspire the others .

    Nikki H.
    US
    Nikki H.

    A qualitative assessment of participants via a focus group based on initial findings from a survey instrument. This provides rich detail to answer specifics that the survey might miss--control for skewed data also.

    Renaldi W.
    ID
    Renaldi W.

    I prefer interview method for collecting data. First I'll make complete list question. Secondly contact every head division to make schedule. Thirdly doing interview with head division and several member. Fortly I'll make asessment report and communicate with head division again so he'she can give me feedback.

    Krishna K.
    IN
    Krishna K.

    In my Assignments, I have used Interviewing Method, Trainer Feedback Surveys and Focused group discussion with the end user and stake holder. Based on the Interviews, surveys and discussions Learning Objective is created and shared with the stake holder.

    Julius M.
    ZM
    Julius M.

    The popular Survey questionaire for it is simplicity and cost effective though results may be yes, biased. Technology has made it easy and motivating to collect especially using Tablets. Collected data is uploaded immediately to the server while the collector is still in field. Needs analysis can never be done any faster!

    Rekha V.
    IN
    Rekha V.

    In my work experience, I have a used interview method to collect data from SMEs and business partners. Alternatively, the SMEs collect data from focus groups, which usually consist of a sample audience. The focus group's opinion is then shared by the SMEs and discussed before setting the learning objectives.

    Julie P.
    US
    Julie P.

    I prefer the interview method, live in-person or via the phone. It provides the opportunity for dialogue and for both parties to understand the question & the answer.

    Abhinav Singh K.
    IN
    Abhinav Singh K.

    Assignments are not reflecting, please help

    Vaibhav P.
    IN
    Vaibhav P.

    Step 1: I interviewed the stakeholders first, inquired about the existing performance gaps and a brief on the concurrent competencies of the employees in their respective departments. This helped me get an overview of how they'd like a training intervention to help them bridge the existing knowledge and skill gaps. Also, it helped me understand the attributes that they'd like their respective employees to display to support the the strategic organizational objectives. There was pertinent focus on understanding the urgency and importance of addressing the training needs. Step 2: After having understood the voice of the stakeholders, I then conducted a few FGDs with a mixed bunch of employees from the middle management level. The gap-analysis questions asked to them included, but were not limited to, the following questions: 1. What are the key components of the work being performed in your department? 2. What skills and knowledge are required by employees in your department at various hierarchical levers to perform the work ? 3. How do you measures successful performance of the work? 4. What percentage of your people perform at the required levels? 5. Which roles require specific technical/professional training and what is it? 6. In what areas do staff under-perform in your department? 7. Have the causes of under-performance been identified? If Yes, how? If not, what actions can be taken to identify the causes of under performance? The impact analysis of the ongoing training programs in the organization was also on the agenda. Each session took nearly a couple of hours. There were some FGDs that had to be extended to a few sessions as the participants were asked to share the requisite data. Step 3: I then prepared a questionnaire to gather the target audience response and understand their perception of the existing gaps in terms of the importance and urgency of the training programs in the areas identified through interviews and the FGDs. I must say it was a fruitful exercise, although it took almost two months time to identify the real needs and to analyze them. This exercise made the content designing process much effective and efficient than I had expected.

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