6 steps for training needs analysis

6 steps to

conducting a thorough training needs analysis

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The most important component of a good corporate

training strategy is an understanding of what your

organization's needs truly are.

As a leader or manager, your idea of where gaps

exist may be totally different than what your

employees needs really are.

Step One: Understand when to use a

training needs assessment

There are several circumstances where it is

appropriate to use a training needs assessment:

with a record of poor performance

required learning of new skill

introduction of new employees

implementation of new technology

Step Two: Observe to develop yourunderstanding

Use your own observations and experiences to

determine whether or not these gaps are truly the

result of a lack of training or whether they can be

attributed to something else.

It could be that it is actually stemming from a lack

of feedback from managers or problems in the

recruiting and hiring process.

Step Three: Determine what type of trainingneeds assessment to use

There are three primary types of training

needs assessments to consider:

organizational

task

personal

Organizational analysis is for when you're looking at how to address gaps withthe ultimate goal being the alignment of business strategies and training

strategies.

Task analysis gets more specific and is a way to gauge specificknowledge, skills and levels of expertise

Personal analysis approaches the process of conducting a training needsassessment from an individual standpoint where you look at your employees todetermine whether they're lacking in a crucial area to their ability to perform in

their position.

Step Four: Conduct Assessments andEvaluations

At this point in your training needs assessment youcan begin issuing various evaluations, tests or

assessments that will allow you to collect data thatcan be used to specifically create training content.

Step Five: Link competency results withspecific training goals

Effective training requires a set of goals and metrics that

can be used to evaluate whether or not training is

successful.

After assessing your organization's needs, it is important to create a set of goalsbased on the results. Develop benchmarks that are in-line with training and

corporate goals in order to evaluate training once it is delivered.

Step Six: Decide how training will be delivered

Think about the makeup of your workforce, your budget

and technological capabilities

How will you offer training? Blended learning that

combines eLearning and classroom training? Or maybe

a learning management system?

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