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Needs Analysis
Curriculum Development
Training Delivery
Feedback Evaluation
100

What is Needs Analysis?

The process of identifying training needs in an organization for the purpose of improving employee job performance.

100
What is curriculum development?

The step-by-step process used to create positive improvements in the courses offered by a school, college or university.

100

What is training delivery?

Consists of the techniques and materials used by trainers to structure learning experiences.

100

What is feedback evaluation?

Summary for the learner of how well he or she has performed on a particular task.

200

What is performance analysis?

Are employees performing up to the established standard related to their job (analysis)?

200

What does is mean to determine SMART goals and what does it stand for?

How to plan and achieve your goals

Specific, Measurable, Attainable, Realistic, Time-Bound

200

What is an instructor-led training (ILT)?

Is the practice of training and learning material between an instructor and learners, either one-on-one or in groups (in-person or virtual)

200

What are the four levels of evaluation?

Level 1- Reaction

Level 2- Knowledge

Level 3- Behavior

Level 4- Results

300

List 3 of the 5 types of needs analysis?

organizational analysis, personal analysis, work/task analysis, performance analysis, cost-benefit analysis

300

What is online training and give an example?

Is a form of instruction that takes place completely on the internet. Examples: Distance learning, computer-based training, and e-learning

300

List the three groups that are classified as a group discussion.

Case study, think-pair-share, debates

300

What is a question that a training would be asked to measure their reaction to the training?

-What is your overall reaction to the course?

-What did you like best? What did you like least?

-Were the materials, handouts and/or activities useful?
400

List two questions as to why training needs analysis.

  • What is the organization is trying to accomplish?

  • The history of training within the organization.
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  • What "needs" will be addressed by the training?
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  • Any recent process or procedure changes?
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  • What resources are available for training?
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  • Who needs to be trained?
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  • Who can serve as subject matter experts (SME)?
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  • What SMEs can we harness?
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  • Are any or all staff going to do the training?
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  • Which companies provide training materials?
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  • What data do we already have about the needs?
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  • What are the Knowledge, Skills, and Abilities we are looking to improve one?
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  • Do we need to update or review job descriptions and org charts?
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  • What areas do we want to develop and what do good results look like?
400

What is the difference between off-site training and on-site training?

Off-site training: takes place on or at another location that is not the job site.

On-site training: training that takes place at the job. 

400

What are infographics and do animations fall under them, and if so how?

Infographics: outlines vital data and information in a memorable and engaging way.   

  • Animations - parting critical information in an entertaining way, you can increase both retention and engagement

400

Why is it important to measure knowledge in your trainees?

It's important to measure this, because knowing what your trainees are learning and what they aren't will help you improve future training.

500

Give an example of work/task analysis and organizational analysis.

Work/task analysis: typing vs. handwriting

Organizational analysis: mission statement, values, strategic plan

500

What is orientation? List one example and two advantages.

A systematic and planned introduction to a group of employees with information about their job, coworkers and the organization.

  • Examples: New Hire Orientation, Safety Orientation 

Advantages:

  • Create a positive impress
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  • Understand the values and culture
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  • Helps employees do their job 
500

What is included in the strongest training evaluation designs, and why is it rarely used?

  1. Random assignment of participants to conditions
  2. Measuring of the KSAs before & after training
  3. Control group

This design/implementation is rarely used due to:

  • Cost
  • Efficiency
  • Time
  • Reputation of programs/trainers
500

How long after should the trainees be evaluated for behavior and why?

Evaluates how far your trainees have changed their behavior, based on the training they received. Specifically, this looks at how trainees apply the information.

Should be conducted 3 to 6 months after the training has occurred by direct observation, test or surveys, or interview.