CPI Training Needs Analysis & Gap Assessment Flashcards
6 cards from real CPI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CPI Training Needs Analysis & Gap Assessment flashcards as text
In a CPI context, 'performance analysis' differs from 'training needs analysis' primarily because performance analysis:
Answer: Considers all possible causes of a performance gap, not just training
Performance analysis examines all root causes of a gap — including environment, incentives, and tools — whereas TNA focuses specifically on knowledge or skill deficits.
Which of the following best represents an 'environmental barrier' that would be identified in a needs analysis?
Answer: Employees have the skills but their tools are outdated
Outdated tools represent an environmental barrier because the problem is not the employees' knowledge but the resources provided to them.
A CPI instructor uses existing performance data, incident reports, and quality audits as part of their needs analysis. This approach is best described as:
Answer: Extant data analysis
Extant data analysis involves reviewing existing organizational records and reports to identify patterns and performance discrepancies without primary data collection.
When should a CPI instructor recommend a non-training intervention instead of a course?
Answer: When the performance gap is caused by unclear job expectations, not a skill deficit
If employees already know how to perform a task but lack clear expectations or feedback, a non-training solution such as job aids or management communication is more appropriate.
Which of the following is the CORRECT sequence for conducting a comprehensive training needs analysis?
Answer: Organizational analysis → Task analysis → Person analysis
The standard TNA sequence moves from organizational to task to person analysis, ensuring alignment from business goals down to individual skill gaps.
A CPI instructor discovers that a training gap exists but only for 5% of employees. What is the MOST cost-effective initial response?
Answer: Provide targeted coaching or job aids to just the affected individuals
When a gap affects only a small subset of employees, targeted individual interventions like coaching or job aids are more efficient than organization-wide training.