This diagnostic tool is designed to help Human Resource and Training personnel determine the effectiveness of their
organization's internal training system. Ask these questions to help assess your training needs. When appropriate
circle a point along the effectiveness continuum to help determine how well you are currently answering these questions.
How do we decide that training is needed? Are training needs linked directly to business needs?
How frequently do organizational goals and strategies guide our training?
Always 1 Most of the time 2 Sometimes 3 Never 4
Once we have decided that training is needed, how do we decide what kind of training to provide?
interview client (manager) interview employees/trainees surveys or questionnaires other (specify)
Our current methods for deciding what kind of training to provide meet the client's needs:
Always 1 Most of the time 2 Sometimes 3 Never 4
Do we conduct job and task analyses? How do you we it? Who has primary responsibility for
data collection? Does the data from the analyses take into account future performance needs?
We determine what skills and knowledge people need to learn in training by...
Do we determine what skills and knowledge trainees already have (gap analysis) before providing training? If yes, how?
When we have identified training needs, how do we prioritize them? What do we look at?
money time urgency available people other
Do we take into account future performance needs?
Is it possible in our company to show a logical relationship between training expenditures and an
improved bottom-line? What kind of evaluation measurements currently exist?
Do we write objectives for the training? If yes, do they describe what the training will cover
OR what people will know or be able to do as a result of the training? Please list a few examples of typical objectives.
Miller Consultants, Inc. is certified as a Woman Business
Enterprise by the Kentucky Certification Cooperative (KCC) [more...]
