Instructional Design for Action Learning

Step 2a: Begin the Investigation
Use the following questions to help establish some guidelines for your investigation:
1. What results does the organization seek?
2. How do these results compare with the organization’s key objectives?
3. What contribution does the training department need to make to meet the organization’s key objectives?
4. What methods are currently in use to set priorities and justify training targets?
5. How are training results measured

The training needs analysis relies on opinions and information gathered from many sources, including people. Because you’ll be getting so much information from so many places, it’s important to confirm and check each piece of data to make sure it is valid.

5. Request for Management’s Commitment
(Ask for the client’s written commitment to the project.)

. Proposed Plan
(Present your plan for conducting the assessment, including tasks, time line, and budget.)

2. Description of Tasks
(Define the task you perceive to be involved in the needs assessment process

1. Statement of Need
(Write a clear statement describing the assessment and training outcomes mutually agreed upon during the meeting.)

When you have your material ready, schedule the meeting. Don’t forget to invite other staff, if appropriate.

4. Cause and Effect:

-4 will help you organize your presentation. As you prepare, consider the following four factors:

What will a solution cost?