7.1: Establishing ICT training needs for individuals or groups

Table of Contents

1. Training needs analysis
   1. TNA problems
   2. Estimating ICT Competence
   3. Sources of information regarding ICT competence
   4. Information gathering techniques
   5. Direct Observation
   6. Examination of Work Products
   7. Practical Tests and Assessments
   8. Questionnaires or Checklists
   9. Staff Appraisal Reports
   10. Interviews or Focus Groups
   11. Areas of competence
   12. Learning objectives
   13. Methods of gathering information
   14. Dealing with differing skill levels

Training needs analysis

Before embarking on designing and delivering any training programme you must establish your precise objectives. This means determining:

1. the existing skills, knowledge and competences of each of the learners

2. the skills, knowledge and competences the learners require in order to operate effectively in their existing work role or to progress to a different work role

3. And, from 1 and 2, the gap in skills, knowledge and competence which the training is designed to address.

It will be the objective of your training that each participant learns enough to eliminate this gap.

This process is often called a Training Needs Analysis (TNA) or Learning Needs Analysis (LNA). For Outcome 1 you must demonstrate that you can carry out a straightforward TNA for individuals and groups of learners.

The first step then is to make an accurate estimate of the learner's current competence.

Before proceeding, outline what may happen if you embark on delivering training without ascertaining the existing skills, knowledge and competence of your learners.

Let's have a look now at Training needs analysis problems ...