Quelles sont les étapes clés de la conception d’une enquête d’évaluation des besoins?

Cuando un cliente pide a Instituto Tecnológico del Cantábrico, que diseñemos una encuesta de evaluación de necesidades formativas, creemos que es esencial para identificar las áreas donde se requiere formación adicional y también para asegurar que el programa de formación sea efectivo. Es fundamental establecer un objetivo (para poder determinar los resultados esperados), sementar los participantes y diseñar unas buenas preguntas que sean directas y fáciles de entender, evitando la jerga técnica o términos ambiguos. Una vez analizados los datos, procederemos a desarrollar un plan de acción preciso y capaz de proporcionar información valiosa para el desarrollo de programas de formación que realmente respondan a las necesidades de la empresa.

I'd recommend conducting preliminary discussions or focus groups with a representative sample of the target audience to further refine the survey's objectives and ensure that the questions are both relevant and comprehensive. This can also help in identifying any potential biases or assumptions that might skew the survey results. Additionally, piloting the survey with a small segment before full deployment can provide an opportunity to test the clarity and effectiveness of the questions, allowing for adjustments to be made before collecting data on a larger scale.

Ao elaborar uma pesquisa de avaliação de necessidades, a etapa mais crítica é a definição precisa dos objetivos da pesquisa. Isso envolve entender claramente o que você precisa descobrir e por quê, o que irá direcionar todas as outras etapas do processo, desde a formulação das perguntas até a análise dos dados. Objetivos bem definidos garantem que a pesquisa seja focada e relevante, proporcionando insights valiosos para a tomada de decisão e para a alocação eficiente de recursos.

1- Approchez le recueil des besoins avec une vision systémique. - Est-ce que le besoin vient d'un dysfonctionnement entre les compétences attendues des apprenants et ce qu'ils savent réellement. - Est-ce le besoin vient d'un changement de mission ou de service. Les apprenants doivent acquérir de nouvelles compétences. - D'où proviennent ces constat : entretiens annuels, projets de l'entreprise, politique de formation. 2- Balayez les 6 sources d'information : Le cahier des charges, l'entretien avec le commanditaire, avec le N+1, avec les futurs participants, étude du référentiel métier, observation terrain.

I'd recommend establishing clear communication channels and feedback mechanisms for each group of stakeholders. This could involve regular update meetings, progress reports, and opportunities for stakeholders to voice their suggestions and concerns. Additionally, creating a stakeholder management plan that outlines the roles, responsibilities, and expected contributions of each group can help in managing expectations and ensuring that everyone is aligned with the project's goals. Engaging stakeholders actively in the process not only fosters a sense of ownership and commitment to the program's success but also leverages the diverse expertise and resources available to enhance the quality and relevance of the training programs

Le dialogue avec le N+1 des apprenants sert à clarifier les missions, les activités quotidiennes des collaborateurs pour apporter une réponse pédagogique opérationnelle. Ce dialogue permet aussi de préciser les attentes et les représentations de la hiérarchie sur les compétences attendues après la formation. Le dialogue avec quelques apprenants sert à collecter des verbatims utiles pour la construction des kits pédagogiques bien au-delà d'un questionnaire. Les réunions de pré-cadrage permettront d'affiner la compréhension des besoins et leur expression en objectifs de formation.

Also, be sure to consider both how you will synthesize the data you gather and how you intend to interpret the data. Both of these decisions should inform your data gathering methods.

I'd recommend a mixed-methods approach when feasible, combining quantitative and qualitative data to gain a more comprehensive view of the needs. This could involve starting with a broad questionnaire to gather quantitative data and following up with focus groups or interviews for deeper qualitative insights. Additionally, pilot testing the chosen methods with a small segment of the target audience can help identify potential issues and improve the survey's design before full implementation. Ensuring the methods are appropriate and thoughtfully selected not only enhances the quality of the data collected but also respects the time and effort of the participants, contributing to a more meaningful and actionable needs assessment.

Traditional needs assessment surveys are often generic and static. But with new AI strategies, such as 360-degree interviews, companies can create surveys that adapt to each employee's skills and knowledge gaps. Gathering feedback from multiple sources, including direct reports, peers, and supervisors, gives a comprehensive view of an employee's strengths and weaknesses. This promotes self-awareness, accountability, and ownership among employees. It can even reduce biases and discriminatory practices. 360 interviews can be tricky to execute, so it's essential to have a clear process in place that ensures transparency throughout. However, when done correctly, they can lead to faster career advancement and higher employee retention.

La première étape d'état des lieux se déroule avec le commanditaire. Sa vision est centrée sur le résultat, le coût, la logistique et le délai. La vision du formateur est axée sur le processus pour atteindre les résultats. Voici 4 étapes pour un dialogue productif : - Reformuler les éléments déjà connu et rassurer sur l'intention de créer une formation sur mesure. - Questionnez, recherchez les faits et le raisonnement de votre interlocuteur. - Proposez : contexte, proposition, bénéfice. - Concluez en précisant qui fait quoi, avec qui, pour qui, pour quand, comment, où.

I prefer creating open ended questions so that my audience can share more details about their needs and experiences. I find Likert scales useful, but only to a degree. Asking someone to rate on a scale of 1-5 if they found the training material engaging isn’t the same as asking someone to describe what material they found engaging will yield different results. In order to improve a training, it is important to know where it fell short which might not have been on the whole, but rather one part. Instead of revamping the entire training, you can aggregate your results and find out where exactly changes are needed.

I'd recommend conducting a thorough review of the questions with a diverse group of individuals, possibly including some from the target audience, to ensure the questions are interpreted as intended. This can help identify any potential misunderstandings or biases before the survey is distributed widely. Additionally, considering the survey's flow and the cognitive load on respondents is important; ensuring a logical progression of questions and avoiding survey fatigue can improve response rates and the quality of the data collected. Incorporating these considerations into survey design not only enhances the effectiveness of the needs assessment but also respects the time and experiences of those who contribute their insights.

Les questions permettant de clarifier les besoins peuvent reprendre quelques unes des rubriques du cahier des charges : 1- l'objectif stratégique et le contexte (mission, contexte actuel...) 2- la population à former : le métier des apprenants, l'organisation du travail, la culture, les caractéristiques (volume, âge, ancienneté...) 3- la motivation ou la résistance et la représentation du sujet traité par la formation 4- l'organisation (période, durée, lieu ...) 5- les évaluations attendues à chaud, à froid, les suivis à 3,6 mois) 6- le budget.

After Step 5, I highly recommend adding another step to determine the distribution method (for example by e-mail, in-person, online platform) before implementing the survey. When deciding on a distribution method, keep in mind three key factors: Confidentiality, Anonymity, and Data Security.