Rick Brodie UAW Joint Training Representative ~ JTR Fort Wayne Assembly ~ UAW Local 2209 UAW Joint Training Representative ~ JTR Lansing Delta township ~ UAW Local 602 Mark Van Epps Training Needs Analysis Process…Made Easy

Needs Analysis What is it? Why should you conduct one? Who could benefit from a Needs Analysis? How often should you conduct a Needs Analysis? What method should you use to conduct one?

What is it? A method of analyzing how employee skill deficits can be addressed through current or future training Needs Analysis

Why should you conduct one?

Training and Development Planning Process Needs Analysis Why should you conduct one? How often should you conduct a Needs Analysis?

Who could benefit from a Needs Analysis?

Organizational Analysis: An analysis of the business needs or other reasons the training is desired. An analysis of the organization's strategies, goals, and objectives. What is the organization overall trying to accomplish? The important questions being answered by this analysis are who decided that training should be conducted, why a training program is seen as the recommended solution to a business problem, what the history of the organization has been with regard to employee training and other management interventions Types of Needs Analysis Many needs assessments are available for use in different employment contexts. Sources that can help you determine which needs analysis is appropriate for your situation are described below: Performance Analysis: Are the employees performing up to the established standard? If performance is below expectations, can training help to improve this performance? Is there a Performance Gap? Work Analysis / Task Analysis: Analysis of the tasks being performed. This is an analysis of the job and the requirements for performing the work. Also known as a task analysis or job analysis, this analysis seeks to specify the main duties and skill level required. This helps ensure that the training which is developed will include relevant links to the content of the job Organizational Analysis Work Analysis / Task Analysis Performance Analysis

Content Analysis: Analysis of documents, laws, procedures used on the job. This analysis answers questions about what knowledge or information is used on this job. This information comes from manuals, documents, or regulations. It is important that the content of the training does not conflict or contradict job requirements Types of Needs Analysis (continued) Many needs assessments are available for use in different employment contexts. Sources that can help you determine which needs analysis is appropriate for your situation are described below: Cost-Benefit Analysis: Analysis of the return on investment (ROI) of training. Effective training results in a return of value to the organization that is greater than the initial investment to produce or administer the training Training Suitability Analysis: Analysis of whether training is the desired solution. Training is one of several solutions to employment problems. However, it may not always be the best solution. It is important to determine if training will be effective in its usage Content Analysis Training Suitability Analysis Cost-Benefit Analysis

Knowledge, Skills, and Abilities Today's workplace often requires employees to be independent thinkers responsible for making good decisions based on limited information. This kind of work may require training if the employee does not have these skills. Below is a list of various competencies that employees may be required to possess in order to perform their jobs well. AdaptabilityLeadership Analytical SkillsEstablishing Objectives Action OrientationRisk Management Business Knowledge/AcumenPersuasion and Influence Coaching/Employee DevelopmentProblem Solving CommunicationPlanning Customer FocusProject Management Fiscal ManagementResults Orientation Decision Making Self-Management Global PerspectiveTeamwork InnovationTechnology Interpersonal Skills Analytical Skills Action Orientation Communication Customer Focus Decision Making Leadership Problem Solving Self-Management Teamwork Technology

Techniques to acquire data Several basic Needs Assessment techniques include: direct observation questionnaires consultation with persons in key positions with specific knowledge review of relevant literature interviews focus groups assessments/surveys work samples records & report studies consultation with persons in key positions with specific knowledge interviews focus groups assessments/surveys records & report studies

Requirement: Each Group Leader Provides Feedback to Each Team Leader Once this Year – June 17 through July 12, 2013 Each Team Leader Provides Feedback to Each Group Leader Once this Year – June 17 through July 12, 2013 Each Group Leader Provides Feedback to Each Team Member Once this Year – complete by October 18, 2013 Expectation: The feedback process is intended to identify opportunities within the organization for training and improvement opportunities Team Member Group Leader Team Leader GMS Feedback Process Communication Process START BY OPENING THE FORT WAYNE ASSEMBLY SHAREPOINT HOME PAGE

Circle the forms of waste this activity will highlight, reduce, or eliminate. I. Background II. Proposal To: All Shift Leaders From: PI Basket Weave III. Total Effect IV. Future Steps Date: GMS Principle: PI STD BIQ SLT CI GMS Element: ______Qualified People_____________ Circle the GMS Principle and write in the Element Name this activity supports C OMMW IP CORRECTION OVER MATERIAL MOTION WAITING INVENTORY PROCESSING PRODUCTION MOVEMENT TM GL TL Feedback Process Annual Team Member, Team Leader and Group Leader Feedback Process (on line surveys) has been improved and is ready for entering 2013 data. Improvements to the system will allow for better data analysis and planning for 2014 training plans. Beginning the week of June 17, 2013, the Feedback Process is to be conducted with the Team Leader to Group Leader and the Group Leader to Team Leader utilizing the new format that is accessible through the FWA SharePoint site (see screen shot below for location). Once these are complete, the Group Leader will then start the Feedback Process with Team Members (as soon as NexGen-SORP reaches full acceleration). All surveys to be conducted, complete and submitted electronically by October 18, The Feedback Process for Team and Group Leaders are to be conducted and complete by July 12, Group Leader to Team Member Feedback to be complete by October 18, Data from the surveys will then be tabulated and shared with Plant Leadership, Area Managers and Shift Leaders. Training data to be reviewed and considered as a part of the 2014 TDPP – Training and Development Planning Process. Communication Process

On the Fort Wayne Assembly SharePoint Site, click on the Link labeled TM-GL-TL Feedback Process Communication Process

On this page, click on the Link labeled TM-GL-TL Feedback Process Communication Process

Using the Group Leader Evaluation Form as an example Team Leader will choose him or her self then choose their Group Leader using the drop-downs All other Information will auto-fill Communication Process

This area you will use the toggle buttons to complete the SPQRCE questions/statements. Choices : Poor, Fair, Good, Excellent Communication Process

Type in any additional comments, 100 characters maximum Type in any additional comments, 100 characters maximum If you select this box then identify what type of “Other Training” you are requesting, 100 characters maximum Click in the corresponding box to identify your training needs Once completed you may print it out for a copy to keep by clicking here Click here to submit and clear the form Communication Process

Team and Group Leader Feedback Process (Needs Analysis) ~ Live Demo ~ Live Demo Live Demo

Team and Group Leader Supplemental Training Matrix

Production Group Leader Matrix Reporting and Tracking

Production Team Leader Matrix Reporting and Tracking

Maintenance Maintenance Group Leader Matrix Reporting and Tracking

Maintenance Maintenance Team Leader Matrix Reporting and Tracking

Team and Group Leader Matrix Reporting Functions Reporting and Tracking

Examples and Methods for the Skilled Trades Needs Analysis Data Collection ~ Past versus Present ~

Skilled Trades ~ Needs Analysis

FWA Maintenance – Skilled Trades Needs Analysis ~ Live Demo ~ Live DemoLive Demo

Rick Brodie – UAW JTR Mark Van Epps – UAW JTR Questions……. probably not so many answers