The Learner and the Task
It's crucial to carry out a needs assessment to collect information regarding the target audience and the required tasks they need to learn. This enables us to create training that is both relevant and effective for the learners. When collecting information from employees, ensure that you first obtain approval from management and secure the voluntary participation of employees for the needs assessment.
Ask supervisors and employees questions to get the following general information:
- The tasks workers are currently performing
- Previous training history
- Experience level
- Favorite learning styles
- Current knowledge, skills, and abilities (KSAs)
- Attitudes about subjects being taught
To get information about task requirements, it's a good idea to do the following:
- Review applicable regulations
- Conduct an on-site job task analysis
- Conduct employee interviews
- Observe employees doing work
- Administer employee questionnaires
- Administer supervisor questionnaires
- Conduct management interviews
- Analyze injury and illness history
- Review performance standards for the task
When conducting a learner needs assessment in a workplace environment, it's essential to be aware of legal and ethical boundaries, particularly regarding the types of questions that can be asked of employees. Certain types of personal information are protected under various laws and regulations, and it's generally not legal to ask about them unless specific permission is granted or under particular circumstances. Here are key points to consider:
Equal Employment Opportunity Commission (EEOC) Guidelines:
Under laws enforced by the EEOC, employers are prohibited from asking questions that could be used to discriminate against a protected class. This includes inquiries about race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability, or genetic information. Americans with Disabilities Act (ADA):
The ADA prohibits employers from asking questions that could reveal a disability before making a job offer. This includes inquiries about past health conditions or asking an employee to undergo a medical examination. Genetic Information Nondiscrimination Act (GINA):
GINA prevents employers from asking questions about an employee’s genetic information, including family medical history. In the context of a needs assessment for training purposes, the focus should be on professional development and job-related skills. It's generally appropriate to ask about employees' current skills, areas where they feel they need improvement, career goals, and how they learn best.
What is Generally Acceptable to Ask:
- Questions about professional skills and knowledge.
- Feedback on previous training programs.
- Preferences for learning styles and formats.
- Career aspirations and development goals.
What to Avoid:
- Questions about personal life, health, family medical history.
- Inquiries that could be seen as discriminatory.
When in doubt, it’s advisable to consult with a human resources professional or a legal advisor to ensure compliance with applicable laws and regulations. Remember, the key is to focus on the relevance to the training needs, respecting employees' privacy and rights.
Knowledge Check Choose the best answer for the question.
2-3. Which of the following will help to get information about task requirements?
You forgot to answer the question!