Learning (Training) Needs Assessment Trilochan Pokharel, trilochan.pokharel@nasc.org.np

Course Coverage What is learning? Learning levels Assessing learning needs- design and implementation

In the search of learning? www.inspirationboost.com

What is learning?

Putting things simply Do you agree? Learning is to unlearn and relearn to bring changes in behaviors and actions. Do you agree?

Why do we learn? Incentives? Disincentives? Career development Performance improvement Keeping attuned/updated Professionalism Time consuming No linkages to performance No opportunity to growth Opportunity cost

Is learning itself an incentive? Can we think this way? Is learning itself an incentive?

Learning level?

Learning Levels Knowledge Comprehension Application Analysis Synthesis Evaluation

Learning Needs Assessment (LNA)

Gaps in capacity building Required competency Existing Competency Gap Knowledge, skills and competency

What is capacity building Required competency Existing competency Gap Knowledge, skills and competency

Your institution’s role in capacity building Required competency Existing competency Gap Capacity development programme Training Research Experience sharing Knowledge transfer Community of practices Knowledge, skills and competency

What is LNA? Process of indenting learning and development requirements Identifies the gaps between required and existing competency and suggests means to meet the gaps

Process of LNA 2. Designing LNA framework 1. Understanding and defining scope 2. Designing LNA framework 3. Defining and selecting sample 4. Developing instruments 5. Conducting assessment 6. Analysis data 7. Deriving learning needs 8. Course design

Understanding and defining scope What is to assess? Why you need to do LNA? Is there change in any particular context? Requirements or other things? Delimiting the scope? What you can (not) accommodate? Setting objectives

Design Premise Context Resources Deliverables

Designing LNA framework What is the performance requirement? How you plan to conduct LNA? O-T-P-C approach (O=organization, T=task, P=person and C=context) How you suppose to measure learning requirements from all perspective? How do you generate data?

Defining and selecting sample Whom to interview for what? 360+1? How do you select them? – judgmental or probabilistic? Selection bias?

Developing instruments What instruments do you use? For whom? Questionnaire Checklist Others? Training on instruments?

Conducting assessment How do you implement the instruments? Team composition? Fieldwork

Analysis data How do you plan to analyze the data? Analysis framework?

Deriving learning needs Distilling learning vs non-learning needs Deriving learning needs – coherence to job responsibilities

Course design What course do you suggest to meet the learning needs? Are there any special considerations to be taken?

Course Implementation Premises What considerations to be taken into while implementing course?

Professional Course on Management and Development (PCMD)

PCMD: Competency Framework Delivering Results Managing Relationship Managing Resources Performing Manager Building Integrity

Course Modules 1. Self and Relationship Management 2. Governance and Development 3. Public Financial Management 4. Engaging with Local Governments

Thank You