INSTRUCTIONAL AND

NEED ANALYSIS

PROF. DR. ABDUL GAFUR, MSC.

HP. 08122958082
EMAIL: agafur68@gmail.com
PIN: 2BC1BF93
30499183

Topic outlines

Instructional Design
Need analysis
Instructional analysis
Learner characteristic analysis
Go to analysis

Needs Assessment Definition

A needs assessment is the process
of identifying performance
requirements and the "gap" between
what performance is required and
what presently exists. The product is
a goal or need statement.

INSTRCUCTIANAL
ANALYSIS
A set of procedures when applied to
an instructional goal, results in
identification of the relevant steps
for performing a goal and the
subordinate skills requires for
students to achieve the goal.

WHAT FOR IS THE INSTRUCTIONAL

ANALYSIS?

To determine the sub tasks and subsub tasks.

To determine the topics of the
lessons
To determine the instructional
materials (content coverage)
To determine the sequence of
teaching

TYPES OF INSTRUCTIONAL
ANALYSIS

Procedural analysis
Hierarchical analysis
The combination of procedural and
hierarchical analysis

STEPS OF INSTRUCTIONAL
ANALYSIS
Break down the goal in to major
tasks, sub tasks, and sub-sub tasks
Ordering the results of the breaking
down procedurally, hierarchically, or
combination of the two.

Instructional Design
Process
ANALYZE

DESIGN

DEVELOP

IMPLEMENT

EVALUATE

Analyze
What is the
problem?
Is it a training
problem?
What skills and
knowledge should
be included in the
training program?
Who needs to be
trained?

Problem Analysis
Performance Analysis
Task/Competency
Analysis
Learner Analysis

What is Problem and

Performance Analysis?
Clearly defining the
problem or need
A formal procedure used to
analyze defined needs to
determine their causes and
identify appropriate
solutions.

P. 28

Analyzing Steps (Robert

Mager)
1. Define the problem?
2. Determine the importance
(Is it worth solving?)
3. Determine the cause(s)
4. Identify training vs. non-training
solutions
5. Select the best (most cost-effective)
solutions

P. 32

P. 31

Step 1: Define the problem

Describe Discrepancy
DESIRED PERFORMANCE (Optimals)
- ACTUAL PERFORMANCE (Actuals)
= POSSIBLE TRAINING NEED

Step 2: Is the problem

important to solve?
Why is it important?
What if you did nothing?
How big is it? (Quantify if possible)
Who cares?
Is the cost of the discrepancy
high enough that it seems worth
pursuing a solution?

P. 34

Step 3: Determine Cause(s)

Is it a problem of skill
or
a problem of will or others?
I dont
I dont
wanna!
wanna!

I dont know
how.

If because of a skill
deficiency..
Provide training
Provide practice
Provide feedback
Simplify the task
Develop a job aid
OJT
Transfer
Terminate

Step 4: To train or not to

train?
First determine
cause(s)
Only then look at
possible solutions
Seek integrated
solution systems that
get to the root of the
problem

Calculate cost
Select best
solution(s)
Implement

P. 39

To solve a performance
issue
Training may not be the answer
Training may not be the only answer

P. 39

Cause
If
If
If
If
If
If

Solution

skill or knowledge.training
lack feedback..feedback, standards
not motivated.rewards, consequences
unclear expectations..std, measure, discuss
job environmentchange environment
potentialchange personnel

P. 40

If training is the answer.

Formal training
Self study
Technology based
Job related/workplace
approaches

Task/Competency Analysis
What do learners need to learn?
Task Analysis
For more skill
oriented jobs
When need consistent
set of training
requirements

Competency Analysis
Soft skills training
such as mgmt,
supervision
Professional jobs
Career pathing
Leadership
development

Steps in Task Analysis

Break job into major
functions
Break functions into
major tasks
Break tasks into steps
Identify training
outcomes

Task Analysis Interviews

Managers
Best performers
Job incumbents
Subject matter
experts

Competency Analysis
What are competencies?
Enduring characteristics of a person that
result in superior on-the-job performance
Areas of personal capability that enable
employees to successfully perform their jobs
by achieving outcomes or successfully
performing tasks

What is a competency
model?
Identifies the competencies necessary for
each job as well as the knowledge, skills,
behavior, and personality characteristics
underlying each competency.

Learner Analyisis : What do

you want to know?
General
characteristics
Specific
knowledge and
skill
Learning styles
Special needs

P.
61

Information is Used in Two

Important Ways
To help determine
where to begin the
content of the
training program
To determine how
to present the
content

Data Collection Methods

Interviews
Surveys/
Questionnaires
Focus Groups
Observation
Existing Data

REVIEW EXERCISE
Why do we bother with needs
analysis?
Where does TNA fit in the ISD
process?
T or F: Training is the solution to
most performance problems.
What are at least 4 methods of
collecting data?
What is the key skill one must use in
conducting an effective needs

If you think training

is expensive,try
ignorance.

Thank
You!