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This Month's Questions
I hope this question will be fun for you as it is for me
and my associates. We find that the classic definitions of training needs
assessments, which focus on identifying performance gaps and performance
objectives, learner needs, instructional goals, instructional analysis,
entry-level behaviors -- we find these classic definitions to be too
restrictive and not sufficiently practical. It's not practical in that it
doesn't take into account all the various influences -- and influencers --
upon what the target audience -- the learners -- need to learn and do. It's
not practical in that it doesn't take into account what can sabotage or
support training. And it's not practical because in and of itself it
usually doesnt reflect the training buyers the persons who paid for the
training program in the first place needs and goals. So weve come up with a
different working version. And Allison, I'd just like your opinion about
it. Here it is: A training needs assessment identifies what to teach the
learners that meet the needs of all of those involved in the performance of
the learner -- of the target audience. And all of those involved include
the learner, the learner's direct supervisor, the business unit's executive
that the learner is a part of, and the business unit's customer whether
internal or external, but particularly external. What do you think about this definition, Allison?
I think your definition is dandy, Phil. It's really good. It's clear
and it is exactly why we do TNA and for whom. No argument from me.
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