TRAINING NEEDS

ASSESSMENT
TOPIC OUTLINE
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LEARNING OBJECTIVES

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TRAINING NEEDS ASSESSMENT
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TRAINING DESIRED CURRENT

NEEDS CAPABILITY CAPABILITY
PURPOSE OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
THREE LEVELS OF TNA
OUTPUTS OF TNA
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APPROACHES
Competence
FOR TNA Analysis
Performance
Training Appraisal
Needs Approach
Survey
Training
Needs
Assessment
Task
Managemen
Analysis
t Decision
Approach
Approach
Feedback
Approach
Competence Analysis

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Performance Appraisal Approach

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Performance Appraisal Approach

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Performance Appraisal Approach

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Task Analysis Approach
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Feedback Approach
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Management Decision Approach
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Training Needs Survey

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Methods Used in
Training Needs Analysis

• Emerson C. Lascano
Most companies recognize the importance of employees
training and want to dive right in. While this enthusiasm is
great, it skips a crucial step. Conducting a training needs
analysis (TNA) is your first step to developing a successful
training program. This post covers the major types of
analyses, common methodologies, and a training needs
analysis example.
In this post, we’ll cover the basics of how to conduct a training needs
analysis for your learning program, including:

∙ The different types of training needs analysis

∙ Useful methodologies for conducting an analysis
∙ When you should do a training needs analysis
∙ A how-to training needs analysis example to work
Training needs analysis methods
Not every method is appropriate for every company. Choose the method or methods that best
suit your goals

Several basic Needs Assessment techniques include:

• Questionnaires
• Observation (direct observation)
• Interviews
• Examining work
• Assessments
• Competitive analysis
• Consultation with persons in key positions, and/or with specific knowledge.
• Review of relevant literature
• Focus groups
• Assessments/surveys
• Records and report studies
Questionnaires

Although self-reporting is notoriously

unreliable, this can be a great place to
start. How competent do your employees
feel? What would they like more training
on?
Observations

When possible, regular observation can be a

great training needs analysis method.
The key to this method is to conduct multiple
observations over time, making them informal
and unannounced. Employees should know that
these observations aren’t punitive but for
training purposes only.
Interviews
Everyone from managers to parking
attendants has something to say about the
company.
While that kind of comprehensive
interviewing is probably not necessary,
speaking directly with managers and
supervisors on what they see can be a great
place to start.
Examining the work
This is where everything comes together. Is
the work being produced reflecting the
appropriate knowledge, skills, and abilities
you expect for a certain role or position? Is
it high-quality or are there areas for
improvement?
Assessments
We all thought high-stakes tests were over
when we graduated from college, but one
way to quickly evaluate employee knowledge
is with a short multiple-choice assessment,
delivered online.
Competitive analysis

It’s important to know where you stand in your

industry.
How is your closest competitor doing? Are their
sales numbers higher? Customer satisfaction
rankings better? If so, what are they doing to
make that happen?
This does not mean that you should change
your entire business model, but maybe your
employees could use a quick refresher in one
area that will make them more competitive.
How to conduct a training needs analysis

Step 1: Develop a company profile

How to conduct a training needs analysis

Step 2: Ask yourself the big questions

How to conduct a training needs analysis

Step 3: Ensure compliance

Non-compliance has been the downfall of many companies, so we always
take a close look at any required licenses or regulations that your company
needs to make sure you are up-to-date.
This can include things like mandatory training schedules and codes of
conduct for all staff, but it also many point to department-specific training
needs.
How to conduct a training needs analysis

Step 4: Begin charting the road ahead

By asking companies to think deeply about what they are trying to achieve in
their company overall and what they want from their training specifically.
Using interviews and questionnaires, we can begin to get a clear picture of
the road ahead.
How to conduct a training needs analysis

Step 5: Analyze current training

materials and methods
If you’re doing this for your own training, ensure you look hard at all areas
of your current (and planned) training
How to conduct a training needs analysis

Step 6: Develop recommendations

For your own program, look to make recommendations in these key areas:
• Training delivery methods
• Onboarding or off boarding practices
• Learning gaps and deficiencies
• New industry or technology trends
• Updated regulatory requirements
• Changes to improve employee engagement
• Updates to reduce training costs and resources
• Tracking and assessing results over time
• Addressing any accessibility concerns
The objective in conducting a needs analysis is to find
answers to the following questions:

- "Why" is training needed?

- "What" form of training is needed?
- "When" is the training needed?
- "Where" is the training needed?
- "Who" needs the training?
- "How" will the training be performed?
 THE FOUR METHODS FOR CONDUCTING A
TRAINING NEEDS ANALYSIS

1. Surveys
 THE FOUR METHODS FOR CONDUCTING
A TRAINING NEEDS ANALYSIS

1. Surveys (Explains benefits and limitation or Advantages and Disadvantages )

Pros and Cons of Surveys

Pros Cons

Reach a large number of employees in less May not go deep into the reasons behind the
time persistent issues

Inexpensive Need enough time to develop an effective and

detailed questionnaire

In case of anonymity, responses are given Free responses might not be forthcoming
without fear and hesitation

Easy to analyze, summarize, and report

 THE FOUR METHODS FOR CONDUCTING A
TRAINING NEEDS ANALYSIS

2. Observations
 THE FOUR METHODS FOR CONDUCTING
A TRAINING NEEDS ANALYSIS

2. Observations
Pros and Cons of Observations

Pros Cons

Less interruption to regular work flow Feedback can be unstructured; more anecdotal

Helps generate real-life data Need an impartial, expert observer with process and
domain knowledge

Data collection possible only in work settings

Employees may feel “spied on”

Sometimes results may deviate when observation is ON

 THE FOUR METHODS FOR CONDUCTING
A TRAINING NEEDS ANALYSIS

3. Interviews
Interviews allow you to collect data on performance gaps while talking with each
employee or a group of employees. It can be formal or informal. You can conduct
interviews in person or by phone, at work locations, or anywhere. Sometimes, you
can interview the representative of the work group.
 THE FOUR METHODS FOR CONDUCTING
A TRAINING NEEDS ANALYSIS

3. Interviews
Pros and Cons of Interviews

Pros Cons

Easy to identify performance issues and Usually time-consuming

explore possible solutions

Immediate feedback is possible Difficult to analyze and quantify results

Need an experienced interviewer to

generate data without making the
interviewee self-conscious
 THE FOUR METHODS FOR CONDUCTING
A TRAINING NEEDS ANALYSIS

4. Customer Feedback
You will come to know performance deficiencies with customers’ feedback. They
specifically indicate improvement areas. However, you need to formulate each
question in the feedback form so that it is directed toward a specific service or
performance.
 THE FOUR METHODS FOR CONDUCTING
A TRAINING NEEDS ANALYSIS
4. Customer Feedback
Pros and Cons of Customer Feedback

Pros Cons

Can make improvements with constructive Low response rates

feedback

Get valuable insights about your target May not give enough time for feedback
audience
How to determine training needs

1. Types of Needs Analyses

2. Knowledge, Skills, Abilities
3. Techniques
4. Checklist for evaluating an assessment
Types of Needs Analyses
Organizational Analysis - An analysis of the organization's strategies, goals, and
objectives. What is the organization overall trying to accomplish?
Person Analysis - deals with participants and instructors involved in the process.
Who will receive the training and their level of existing knowledge, what is their
learning style, and who will conduct the training. Do the employees have required
skills? Are there changes to policies, procedures, software, or equipment that require
or necessitate training?
Work analysis / Task Analysis - Analysis of the job and the requirements for
performing the work also known as job analysis, specify the main duties and skill
level required to help ensure that the training which is developed will include
relevant links to the content of the job.
Important questions to ask when conducting a
Task Analysis:
1. What tasks are performed?
2. How frequently are they performed?
3. How important is each task?
4. What knowledge is needed to perform the task?
5. How difficult is each task?
6. What kinds of training are available?
Types of Needs Analyses
Performance Analysis - Are the employees performing up to the established standard? If
performance is below expectations.
Sources of performance data:
Types of Needs Analyses
Content Analysis - Analysis of documents, laws, procedures
used on the job, answers questions about what knowledge or
information is used on this job. This information comes from
manuals, documents, or regulations.
Training Suitability Analysis - Training is the desired solution.
Training is one of several solutions to employment problems.
However, it may not always be the best solution. It is
important to determine if training will be effective in its usage.
Cost-Benefit Analysis - Analysis of the return on investment (ROI)
of training. Effective training results in a return of value to the
organization that is greater than the initial investment to
produce or administer the training.
 Three basic types of training needs analyses:
Knowledge, Skills, and Abilities
Competencies that employees may be required to poses in order to perform their
jobs well.
• Adaptability
• Analytical Skills
• Action Orientation
• Business Knowledge/Acumen
• Coaching/Employee Development
• Communication
• Customer Focus
• Decision Making
• Fiscal Management
• Global Perspective
• Innovation
Techniques
Several basic Needs Assessment techniques 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
Checklist for Training Needs Analysis
It is helpful to have an organized 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? Also consider the ease or difficulty of administration, scoring, and
interpretation given available resources.
Thanks!
References