The 20-20 Eye Test

Why complete a 20-20 Training Needs Analysis?

We ensure that the training solutions address the real individual or organisational issues to save you (and us!) time, money and effort.

Step 1

Planning a 20-20 Training Needs Analysis:
Identifying Training Needs and Goals

Experience has shown us that this may have a major impact on the organisation. It will raise interest. It could be viewed as threatening. It will raise expectation.

A planned approach is needed (purpose?/outcome?/who?/budget?/when?/informing?/support bubble?) and our agreed 20-20 Training Planning Sheet will serve as a guide and a summary for you.

Training Needs Analysis is the process of determining the cause and extent of the organisational issues before recommending a training remedy.

This stage might involve analysis, observation, questionnaire and interviewing techniques to identify and reduce individual and staff gaps in:

• Performance
• Skills
• Knowledge

20-20 work with you to identify the desired levels of knowledge, skills and performance and the current levels. The gap is the Training Need and becomes the basis of all our future work together.

Step 2

Agreeing The Training Method

The Training Method may vary from navigating an army assault course (team building) to filling in a Computer Assisted Question Sheet (project management) to traditional ‘chalk and talk’

20-20 Training has considerable experience in developing and carrying out a range of innovative and exciting ways to learn the stated training objectives.

But it is critical to ensure that the training method selected suits the individual/s selected for the training program.

Target Audience Profiling

20-20 Training will work with you to ensure that, before we even start, we don’t forget the specific needs of the most important people—the trainees

(Age?/gender?/ ethnic origin?/ educational attainments?/experience?/career aspirations?/how long in the job?)

Training is too often delegated to one individual 'because it is their job' 20-20 works to ensure you, as the person responsible for training, receives continuous feedback to ensure things are going as they should.

How do we know whether the training method will work/is working for the trainees?

Well, quite simply, we ask them!

We guage the Reaction Level (are they/ will they enjoy it? What do they ‘feel’ or ‘think about’ the training?.. .) Learning should be fun, enjoyable or rewarding (and even all three!) and learners who are relaxed, stimulated and motivated learn better

And we guage the Immediate Level (do they feel they will/ are they learning anything, and what?)

This is, in our experience probably the simplest, most important but least asked question!

How do we do this?

By using qualitative methods such as

• Interviewing
• Questionnaires
• Focus Groups

Step 3

Measuring success

Trainees are asked to self-assess their skills an agreed period of time afterwards. An agreed measurement (this could be a test, an observation or interview for example) and sample of trainees will be used to evaluate how successfully the training has been embedded.

At the same time managers (and even customers) are encouraged to measure the skill levels and discuss their perceptions with the trainee.

Have agreed training objectives been achieved? Has the organization moved forward? Are the trainees demonstrating what they have learned? All critical questions—so rarely asked!

Measuring Results

Referring to the pioneering work of Dr. Jack Phillips, Chairman of the ROI Institute, 20-20 undertakes at no extra charge to work with you to evaluate the Return on Your Training Investment

Step 4

Bringing it all together -The 20-20 Evaluation Report

Purpose:

• To summarize and inform those who may not have been involved.
• To promote further the work of the HR/Training Manager and further identified development needs.
• To quantify cost and benefit outcomes.

Included in the report...

Background-methodology-training-findings-credibility of findings-cost v benefits/ROI-recommendations etc