Association for Talent Development (ATD) surveyed professional instructional designers to determine the effectiveness of employee training and development in achieving organizational business goals. The results were a bit shocking as 62% of the L&D professionals believed that their training did not meet the learner’s needs. As the training industry grows exponentially each year, one of the main challenges that employees as well as instructional designers face today is the irrelevance of the instructional material to the task or competency requirements of the job. 

Steps to prepare relevant training material 

A simple framework is described below which allows organizations to ensure that training being conducted in their various business units are relevant to the job requirements: 

Step 1: Perform gap analysis 

A need is developed through the realization of what is and what should be. So, business leaders need to analyze and identify what are the business objectives that are not being met and the reason behind that. If the reason turns out to be a lack of workforce productivity, either individual or collective, then it can be an indicator that your workforce needs to be trained. 

Step 2: Assess training needs 

Low workforce productivity can be caused by many reasons such as unclear goals, lack of communication, undefined business processes, broken organizational structure or an incompetent team. Before the process proceeds any further, business leaders need to identify and ensure that the main reason for low productivity is due to the worker’s incapability of performing designated tasks because he does not possess the required knowledge. 

Step 3: Task Identification

In step 3, L&D professionals need to identify the exact duty, task, or competency that their workers are unable to demonstrate and need training for. This step is probably the most important one as it requires the identification of training goals, objectives, and measurable outcomes.  This can be achieved by observing employees on the job, surveying them to identify complex tasks or analyzing any new changes introduced into the system that workers are unsure about. 

Step 4: Prepare instructional material 

Once the learning goal is defined in terms of what task requires training, the last step is to define how to deliver that training in the most efficient manner to ensure maximum knowledge retention and learning. This choice of method depends on multiple factors such as the nature of the task, working conditions, current workforce state, and machine and equipment used. Appropriate training approach, medium, and material can be designed once these factors are analyzed and documented by your L&D professionals. Based on the data collected, the best method for training can be decided whether it is an instructor-led classroom, interactive videos, team discussions, or site demonstrations, etc. 

Important takeaway 

“Tell me and I forget. Teach me and I remember. Involve me and I learn.”

– Benjamin Franklin

Don’t forget to include your employees while performing training needs analysis and preparing relevant instructional material as they are the best source of information for these processes. 

Assessing training need and preparing instructional material through Job Analysis 

Job analysis is a method for analyzing and capturing different work dynamics about a job role. There are different methods for implementing the job analysis processes, such as observations, interviews, developing a curriculum (DACUM), and more. The outcome of a job analysis process includes the following information about a job role: 

  1. Organizational structure/ Job family 
  2. Duties and tasks as well as: 
    • Required working conditions 
    • Complexity, frequency, and priority levels 
    • Required interactions with others (internal and external) 
    • Performance standards implied 
    • Legal guidelines to be followed 
    • Machines and equipment to be used 
  3. Qualification/certification requirement 
  4. Competencies 
    • Skills, knowledge, abilities, and behaviors to be demonstrated 
  5. Financial budgeting and impact 
  6. Supervision provided or received 

As job analysis goes in such depth of the worker’s activities, it is easier for L&D professionals to assess whether training is the best solution for the faced problems in an organization. And if the answer to the problems is training then job analysis will further help in identifying the duties, tasks, and competencies that training must be prepared for and the most effective way of delivering the training. 

How Aidematic helps you to assess workforce training needs 

Aidematic is a workforce experience platform that leverages a cloud-based platform and offers smart job profiles to your supervisors and employees. Now you can perform brainstorming sessions, observe employees on the job, and survey different job dimensions. The data gathered in the job analysis process can be digitally stored and distributed to your employees in the form of job profile hubs. 

In Aidematic, duties, tasks, and competencies are treated as stand-alone digital entities that can be created, edited, deleted, and attached to digital media. These digital entities can store any custom data according to your business needs. A task by default can store information such as: 

  1. Importance level 
  2. Frequency level 
  3. Complexity level 
  4. Importance to train level 

You can rotate surveys amongst your workforce to collect insights about these different task metrics. This way, you can assess which tasks are perceived by your workers as difficult and requiring training.  

Contact us today to receive an exclusive insight about Aidematic and how we can help you build a better training needs assessment solution for your workforce. 

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