Methods for Needs Assessment

Trainers should adopt methods that will uncover the competencies new supervisors need both in the present and in relation to the future of the organization. There are four discrete strategies for determining what new supervisors need to learn. It is seldom desirable to employ only one of these methods in assessing those learning needs, so a fifth option - combining various strategies - is also discussed below.

1. Survey. This is a paper or Intranet method of gathering information from a large or geographically dispersed group of newly named supervisors. The advantages of surveys are speed of data collection, objectivity, repeatability and ease of analysis. Multirater or 360 assessments are preferable to simple self-assessments in determining new supervisors' learning needs.

2. Interview. This method involves talking either face-to-face or by telephone with prospective participants. The advantages of interviews include the personal interface, and the fact that the interviewer has an opportunity to clarify responses, but interviews are very time-consuming. In addition, data from interviews - even highly structured ones - often are difficult to analyse.

3. Job Analysis. In many organizations, new supervisors are provided with specific job descriptions. This strategy involves studying actual job descriptions to determine the needed competencies for a particular position. For facilitators considering this method, it is important...