Needs assessment is a widely used term often linked to identifying training needs within organizations. Typically this assessment process is an effort to pinpoint reasons for gaps in performance or for identifying emerging or futuristic performance requirements. The Appreciative Strategies approach to needs assessment typically consists of three primary stages:
1. Data collection (interviews, focus groups, or survey instruments) 2. Data evaluation and analysis 3. Comprehensive report
Establishing a well-defined framework for the assessment process is important for the end result. Well designed needs assessments can help organizations discover new possibilities for strategy, innovation, or growth.
Training Needs Assessment
A training needs assessment is considering to be the most basic approach. This is represents a very simplified assessment process and is ideal for producing quick, low-cost, usable outputs when there is a need to identify knowledge and skills gaps. Often organizations use this approach to develop an employee, department, or organization wide training plan.
Competency Assessment
A competency based assessment seeks to identify the knowledge, skills, and abilities (KSA's) necessary for either fully-performing employees or examplary employees. This process will typically establish the benchmarks appropriate for a particular job position or occupation. Ideally a benchmark can be established by utilizing data collected from exemplary performers essentially creating a competency model for which all fully-performing (but not exemplary) employees in that job position can strive to achieve. Establishing competency models are often critical in rapidly changing environments or for establishing succession plans.
Strategic Needs Assessment
Organizations may sometimes consider a strategic needs assessment. This in-depth assessment process considers and examines future performance needs. Outputs from this assessment process are typically aligned with the organizations future business strategy.