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Modifying your TNA Default

Tuesday, March 8, 2011
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Last week the article entitled “Checking Your Training Evaluation Defaults” discussed a number of common practices that hinder training effectiveness.  This week we continue the discussion by providing alternatives to the first potentially harmful default: training needs assessments (TNAs).

The Kirkpatrick Model starts with Level 4, not Level 1, as is the popular practice. Training needs assessments are typically conducted with business leaders in an attempt to determine overall business needs under the false belief that you are starting with the end in mind.

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Please uncheck this default for the simple reason that if you are conducting training needs assessments, you are pre-determining that the solution to business needs is training. Instead, approach business leaders and tell them you would like to work with them from a new perspective.

Develop a methodology that you call a “performance needs assessment” or a “business needs assessment”. Ask questions about business pain points, needs, challenges and/or opportunities. Then work to determine solutions, one of which might be formal training. In this way you deliver learning and performance solutions that target results rather than just adding more training activity.

Click to read the original article.

About the Author
James Kirkpatrick is a thought leader and change driver in training evaluation and the creator of the New World Kirkpatrick Model. Using his 15 years of experience in the corporate world, including eight years as a corporate training manager, he trains and consults for corporate, government, military, and humanitarian organizations around the world. He is passionate about assisting learning professionals in redefining themselves as strategic business partners to become a viable force in the workplace. His latest book, co-authored with Wendy Kirkpatrick, is Kirkpatrick’s Four Levels of Training Evaluation (ATD Press).
About the Author
Wendy Kirkpatrick is a global driving force of the use and implementation of the Kirkpatrick Model, leading companies to measurable success through training and evaluation. She is a recipient of the 2013 Emerging Training Leaders Award from Train­ing magazine. Together Jim and Wendy are co-owners of Kirkpatrick Partners.
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