Using observation and work sampling to identify needs
Featured in the Learning Needs Analysis training manual
By Beverley Williams
Category: People Management and Motivation
Credit price: 3 download credits (Single user)
Observations and work sampling can be used in every area of your operation to check standards and identify performance gaps. The performance gaps will sometimes indicate the presence of learning and development needs and can also highlight other problems. To be of maximum value, the observation and work sampling needs to be carried out systematically at regular intervals. The frequency of the checks depends on the particular area you are interested in. For example, observation of a key area such as reception would need to be done as often as once a month, whereas the checking of some internal routine record keeping could be done on a quarterly basis. What is to be observed and/or sampled must be decided in advance and stated in as much detail as possible. This will ensure that observers/samplers remain objective and are consistent in their role. Staff need to feel involved and to understand fully that the point of this type of exercise is to help them to develop personally and to continue to improve on the service offered. This activity examines various methods of identifying needs through observation and work sampling and sets the participants to work in a truly ‘hands-on’ style.
You introduce the activity by defining observation and work sampling as an excellent method of identifying and analysing learning and development needs and maintaining high standards. The participants then work in pairs to suggest as many benefits as possible, before moving on to consider who should carry out the observation and work sampling. Next, they suggest specific areas within an organisation where it would take place. You divide the participants into pairs and ask each of them to select a suggestion that relates to their partner’s area of work. They then use various sources to compile a detailed checklist of what they want to observe or sample. Participants spend 20 minutes out in the workplace, sampling or observing their chosen area. They reconvene for plenary feedback and discussion. Finally, the participants develop personal action plans describing how they will take this concept forward. You then ask for one action point from each participant and conclude by summarising the key learning points from the activity.
Who is it for: This training activity is intended for use by trainers with participants to understand the value of work sampling and observation and guide them through the development of detailed sheets.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 10 |
| Typical Duration: | 02:30:00 |
| No of Pages: | 14 |
Resources: View standard resources for Fenman training activities
Purpose: This training activity is intended for use by trainers with participants who are responsible for identifying the learning needs of others. They should be team leaders, supervisors or managers who are in a position where they have authority to introduce new processes. You could use this activity with team members after their line manager has work through it. This would help to gain commitment to the new methods. Participants should have an understanding of LNA within the learning and development cycle.
Download the training activity, Using observation and work sampling to identify needs as featured in the Fenman training manual; Learning Needs Analysis