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DETERMINING INSTRUCTIONAL NEEDS

• The key is to determine what type of need the client or business needs by using the correct analysis tools.

Is there really a problem? Find out, now!

• Ask the right questions to the right people and get complete non-evasive answers.
• Who says there is a problem?
• Why do they say there is a problem?
• Do others perceive it to be a problem?
• Who does not agree that there is a problem? Why?
• When was the problem first noticed?
• Who is affected by the problem?
• How pervasive is the problem?
• In what way and how seriously does the problem affect the mission of the organization?
• The goal is to clarify the problem and determine the level of severity.

Environments of Training or Learning?

• How does employees performance or achievement relate to the problem identified in the prior slide?
• Is this relationship correlational? That is, when performance or achievement improves, does the problem get better and vice versa?
• Does performance seem to be impacted by another factor that causes both the problem and the performance or achievement deficits?
• What evidence is there that suggest that performance or achievement deficits cause the problem or affect it?

Is it learning?

• Could they demonstrate that they have achieved the learning reflected by this goal, if their lives depended on it? (Rothwell & Kazanas, 1992 p.35)
• Is there evidence that achievement/performance problems may be caused by motivation, incentives, facilities design, tool design, the climate of the agency, interaction with peers, policy decisions or non learning factors.