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Texas Instruments
- 1. Ravishankar Duvvuri, MBA-HR,2007-09
- 2. Founded in 1951Renowned for developing & commercializing semiconductor and computer technology About 50% of world’s cell phones use TI technology More than 35000 TI patents issued worldwide 30200 employees worldwide
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- 4. Circa 1989 Whatwe Preach – Assessing training needs rather than assuming we know the needs Serious needs assessment before quick fixes Reality – In some cases time constraints demand quick fixes Dilemma - How to assess the training needed to turn technical talent into instructional expertise & how to do it quickly?
- 5. Approaches Internal – Training managers liked the idea of training engineering experts to become instructors for new engineers Problem faced -Disparity in instructional expertise of engineers HR Department – Impressively qualified ppl in 5 branches Instructional technology Engineering training Computer Systems Training Management Development Support for site training & education administration Problem faced -Time constraint & demanding assignments for HR
- 6. Solution- Three TieredApproach
- 7. Objective Analysis ofInternal Training Needs External T&D specialists engaged T&D specialists gather information Mission of department Perceived training needs Current & previous steps in staff development Roles, responsibilities & team arrangement of people in the branches Top Management Fund the effort Support by encouraging people to participate in study Data Analysis leads to Need Assessment Model
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- 9. Goals Test popularassumptions Avoid premature generalizations about what the staff needed At the same time, management team wanted to be responsive to engineer-instructor concerns
- 10. Step 1: ListOf Typical Tasks Drawing on several sources ASTD models for excellence study (1983) Instructional Technology design guide Various competency studies such as competency based teacher education Mgmt. team reviewed, added & reworded initial tasks
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- 12. Specialist Team revised& reorganized tasks into 5 major areas of responsibility
- 13. Members from eachof branches Reviewed the task list Added items Specialist Team & Members add more items during a 4-hour Round Table discussion Intent : Provide opportunities to Professionals to define their jobs as they perceived them Result : 117 item task list in 5 job function areas – basis for the assessment instrument
- 14. Step 2: StaffSurvey Assessment instrument administered to all members of department Respondents asked to rate Each task for its importance to their specific jobs Their interest in more training related to their task
- 15. Computer Analysis ofData : Result of the Analysis: Resulting task list considered representative of the entire HRD department
- 16. Step 3: ClassroomObservation To make sample observations of experienced and new trainers Focus of observation – Instructional Delivery Methodology Alleviating anxiety by meeting with each instructor before observation Assurance of keeping the results confidential Team of 2 observed each instructor for an hour Met again with the instructor to provide feedback
- 17. Step 4: StructuredInterviews Conduct confidential staff interviews – To ensure consistency between observation and survey findings Purpose : To provide in-depth discussion of strengths & areas that require more training Result of the Staff interviews were consistent with the formal needs assessment
- 18. Step 5: FinalReport Results of needs assessment model judged for overall consistency at this stage Executive summary outlined strengths & recommended areas for training in each of the 5 sections of the survey
- 19. Learning Needs assessmentmodel was comprehensive Top management support and inputs from personnel of each of the functional branches Clear cut identification of instructor tasks ensured greater instructor involvement Meaningful Feedback provided to the training personnel Training departments should avoid the temptation of conducting training before conducting a thorough analysis of their needs Kirkpatrick model can be used to evaluate training after the need assessment
- 20. References The WorkplaceLearner – William J. Rothwell www.ti.com Training & development journal, April 1989