A cross-sectional survey with a single time description was conducted to identify the data collection methods used to determine training needs in business and industry. A study sample of trainers working within business and industry was selected from the membership roster of the Central Ohio Chapter of the American Society for Training and Development. Almost all of the ninety-three respondents had collected training needs information or directed the collection of information during the preceding year. Results indicated that there were ten data collection methods used and there was a difference in ranking between the data collection methods identified as being used and those methods that were used the highest percentage of time. Management requests were used the highest percentage of time when collecting information to determine all types of training needs including: job or task needs, organizational needs, and individual or person needs, but were never considered the most effective data collection method for training departments. The most favored data collection methods change when an increased amount of time is available or used for collecting information to determine overall training needs. An increase in time used results in training departments more likely using methods designed to gather data from prospective learners themselves. The most effective data collection method for collecting information when determining task or job needs was the questionnaire. Management requests were the most effective data collection method when collecting information to determine organizational needs and observation-interview was identified as the most effective data collection method when determining individual or person needs. Interviews were considered the trainers' preferred data collection method for collecting information to determine all types of training needs. There was no appreciable difference between the highest ranked data collection method (management requests) when the following variables were considered: type of organization, size of organization, position of the training department within the organizational structure, perceived priority given to training by top management, percentage of program development time collecting data, experience as a trainer, percentage of time spent as a trainer, and educational level.
展开▼
