Using the Needs Analysis Process in the figure mapped out on p. 83 in the text (p. 111 in the 7th edition and p. 102 in 6th edition), assess a performance issue that results in a training solution in your study organization (this could be your current employer, past employer or an organization where you have sufficient knowledge of internal practices and issues to do an adequate assessment). Use the process to frame your proposal and insure you include the following headings:

• Concern: (What issue or red flag or concern has been raised?)
• Stakeholder Consultation: (Who needs to be involved, what do they have to say?)
• Information Collection: (What is the information or data needs to be considered when considering the concern?)
  • Organizational Analysis
  • Task Analysis
  • Person Analysis
• Outcomes: (What is the proposed solution?)

Ensure that your Outcomes section includes detail on the subject matter/content for the training, the target audience, the proposed learning objectives, details on delivery, and evaluation criteria.

Given the nature of the assignment, try to work with existing data and information. You may need to make some assumptions in the analysesplease make notes of any inferences or areas where, in a real-life situation, you would do more research or consultation.

The assignment should be approximately 5-10 pages in length. Please ensure your Outcomes section provides sufficient detail in the proposed solution. Consider formatting such as point form, subheadings to identify the sections and emphasize your main ideas.

FIGURE 3.1 THE NEEDS ANALYSIS PROCESS Concern Important? Yes No Terminate Consult Stakeholders Collect Information Organizational Analysis 1. Strategic alignment 2. Environment 3. Resource analysis 4. Organizational context Task Analysis 1. Identify target jobs 2. Obtain description 3. Develop rating scales 4. Survey incumbents 5. Analyze and interpret information 6. Provide feedback Person Analysis 1. Define desired performance 2. Determine gap 3. Identify obstacles Outcomes 1. Performance gaps 2. Solutions to performance gaps 3. Where training is needed 4. The type of training needed 5. Who needs to be trained 6. Specification of learning objectives 7. How training should be designed and delivered 8. The development of criteria for evaluation