Select or create an organization for the authentic assessment. In this first assignment, you will begin to develop
a training needs analysis (TNA) for your chosen organization. Note: It is recommended that you choose your
own organization (where you are currently employed). If you are not employed, reach out to the professor to
help with selection of an organization. DO NOT use Walmart, Target, or Starbucks as your organization. For
this assignment, you will work on items 1-5 only.
NOTE: you will include a summary of assignment one as the intro to assignment two!
Provide information about the organization and its needs regarding the training issue:
This should include general, high-level information about the company in terms of product/services, size,
geography, workforce attributes (these are skills needed for this workforce), etc. The training issue is the
problem or challenge (could be deficiency OR need based on a predicted change in the operation, workforce,
etc.). Here this should be “high level”, focused on the organization (not specifically the individual workers yet).
Think about the demographics of your workforce too. For example, in the retail industry, about 56.5% of retail
Determine the group or individuals who will receive the training:
This should include information about the target audience as it will impact the training developed – including
demographic information, type of work, location of work, etc.
Identify the training issue:
This is a continuation from item 1. Here you will focus more on the individual workers and/or teams.
NOTE: the training issue should NOT be that they lack training. It should be tied to a performance deficiency or
need.
Provide a training needs assessment questionnaire:
The questionnaire should provide insight into the training need/gap; therefore it should focus on the training
issue itself – choose questions that provide insight to the issue. In a sense, the questionnaire helps you identify
and analyze the “why” (e.g., if you are addressing a performance issue, the questionnaire would help you hone
in on the real issue).
SUGGESTION: think hard about using questions that ask how the audience “feels” about something – you
want to obtain the most tangible and useful information.
NOTE: you will NOT administer the questionnaire!
Your questionnaire should be included as an appendix to your paper – inserting questions within the narrative
of your paper does not suffice.
Explain how the questionnaire will be utilized and will lead to the development of training outcomes/learning
objectives within your written report:
Here you will essentially validate the questions posed in your questionnaire – if you can’t do that, you should
probably revisit your questions.
You will probably not have the time or resources to implement the questionnaire or compile all the
organizational and training-specific information necessary to complete the TNA. (If you are able to get real data
and results, great! Otherwise, be creative and fabricate results.) The goal is to understand how a TNA is done
effectively and to practice completing one.
(Assignment 2 items below)
Include at least three training outcomes, based on the TNA
Identify the expected performance of the group or individuals as a result of the training
Identify performance gaps and detail how training can help close those gaps
REMINDER: Students must use at least 3 class resources for each assignment to support your position with
course evidence. Review the grading rubric which indicates what will be graded.
https://www.trainingindustry.com/wiki/entries/addie-model.aspx
http://www.trainingindustry.com/taxonomy/s/successive-approximation-model-(sam).aspx
http://edutechwiki.unige.ch/en/Nine_events_of_instruction
http://edutechwiki.unige.ch/en/Kemp_design_model%20
http://www.instructionaldesign.org/concepts/taxonomies.html
http://trainingtoday.blr.com/employee-training-resources/Develop-a-Custom-Training-Plan-for-YourOrganization
https://youtu.be/-igz2XgAyAs
https://youtu.be/JZdv5lrJs4U
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Sample Solution