Training Need Analysis

KNOW WHAT AND WHO TO INVEST IN

The need to analyse the actual vs desired level of job performance is critical for organisations.

TRAINING NEED ANALYSIS

Today’s work environment is increasingly complex & is demanding a broader, more diverse range of skills & competencies than ever before.

In order for organisations to know what & who to invest in, an analysis of actual vs desired level of job performance is critical.

A successful Training Needs Analysis will identify those who need training, & what kind of training is needed. It is counter productive to offer training to those who don’t need it or offer the wrong kind of training. A Training Needs Analysis helps to put learning & development resources to good use.

Techniques

There is an array of assessment methods possible. These may include:

  • direct observation
  • questionnaires
  • consultation with persons in key positions, and/or with specific knowledge
  • review of relevant literature
  • interviews
  • focus groups
  • assessments/surveys
  • records & report studies
  • work samples


Critical Success Factors

In order to both justify the assessment & ensure it provides relevant & useful insights & conclusions, it is critical that the organisational context supports Learning & Development as an important lever of performance. Some relevant questions may be:

  • What resources are available for training?
  • What are the mission and goals of the organization in regards to employee development?
  • What support will the senior management and managers give toward training?
  • Is the organization supportive and on-board with this process?
  • Are there adequate resources (financial and personnel)?


Checklist for Training Needs Analysis

It is helpful to have an organised method for choosing the right assessment for your needs. A checklist can help you in this process. Your checklist should summarize the kinds of information discussed above. For example:

  • Is the assessment valid for your intended purpose?
  • Is it reliable and fair?
  • Is it cost-effective?
  • Is the instrument likely to be viewed as fair and valid by the participants?
  • How easy or difficult is it to administer, score, and interpret given available resources?


Sample Checklist

Completing a checklist for each assessment you are considering will assist you in designing the best assessment tool & method. Your training needs analysis should include the following:

  • Know what the organization is trying to accomplish.
  • Know the history of training within the organization.
  • What “needs” will be addressed by the training?
  • Any recent process or procedure changes?
  • What resources are available for training?
  • Who needs to be trained?
  • Who can serve as subject matter experts?
  • Who will conduct the training (include both internal & external resources)
  • Which companies provide training materials?
  • What are the Knowledge, Skills, and Abilities important to assess?
  • Review Job Descriptions and Org Charts.