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2. Cognitive Task and Critical Incident Analysis
Completion requirements
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Cognitive Task Analysis
Develop a model of the task. Show where the decision points are located and what information is needed to make decisions and actions are taken based on that information. This model should be a schematic or graphic representation of the task. This model is developed by observing and interviewing the employees. The objective is to develop a model that can be used to guide the development of training programs and curriculum.
Since the training is based on specific job tasks, employees may feel more comfortable taking the effort to participate in training.
Gather information about how the task is performed so that this can be used to form a model of the task. Review job titles and descriptions to get an idea of the tasks performed. Observe the employee performing the job. Review existing training related to the job. Make sure you observe both experts and novices for comparison.
Critical Incident Analysis
Critical Incident Interview Guide
Conducting a Performance Analysis
This technique is used to identify which employees need the training. Review performance appraisals. Interview managers and supervisors. Look for performance measures such as benchmarks and goals.
Sources of performance data:
- Performance appraisals
- Quotas met (un-met)
- Performance measures
- Turnover
- Shrinkage
- Leakage
- Spoilage
- Losses
- Accidents
- Safety incidents
- Grievances
- Absenteeism
- Units per day
- Units per week
- Returns
- Customer complaints.
Are there differences between high and low-performing employees on specific competencies? Would providing training on those competencies improve employee job performance?
Checklist for Training Needs Analysis
It is helpful to have an organized method for choosing the correct assessment for your needs. A checklist can help you in this process. Your checklist should summarize the kinds of information discussed above. For example, is the assessment valid for your intended purpose? Is it reliable and fair? Is it cost-effective? Is the instrument likely to be viewed as fair and valid by the participants? Also consider the ease or difficulty of administration, scoring, and interpretation given available resources.
Training and Development Needs Analysis Checklist
Your training needs analysis should include the following:
- Know what the organization is trying to accomplish.
- Know the history of training within the organization.
- What "needs" will be addressed by the training?
- Any recent process or procedure changes?
- What resources are available for training?
- Who needs to be trained?
- Who can serve as subject matter experts?
- Are any staff going to do the training?
- Which companies provide training materials?
- What are the Knowledge, Skills, and Abilities?
- Review Job Descriptions and Org Charts.