Training Needs Analysis

8 Steps to Conducting a Training Needs Analysis

Overview
What

is a Training Needs Analysis

Why

Conduct a Training Needs Analysis

How

to Conduct a Training Needs Analysis

Training Needs Analysis

What

is a Training needs Analysis?

training needs analysis is a systematic approach for

determining what training needs to take place.

training needs analysis considers:

Business needs
Current competencies
Training methods
Cost
Effectiveness

Training Needs Analysis

Why

Conduct a Training Needs Analysis?

Effective

training programs correctly identify and address the

training needs.

Need

to determine what or who needs to be trained.

Training

needs analysis works to clarify training needs

Training Needs Analysis

Why

Conduct a Training Needs Analysis?

training needs analysis ensures training is targeting the

correct competencies, the correct employees and is
addressing a business need.

poorly designed training needs analyses can lead to

training that:
Addresses the wrong competencies
Trains the wrong people
Uses the wrong training methods

Training Needs Analysis

Training

needs analysis address the following questions:

What training is needed and why?

Where is training needed?

Who needs training?

How will training be provided?

How much will training cost?

What will be the impact on business?

Training Needs Analysis

How

to Conduct a Training Needs Analysis?

Conduct

a training needs analysis in 8 steps

Training Needs Analysis

Step 1: Determine Desired Outcomes
Clarify

goal of the training and expected business outcomes

Training goal should correspond to a business objective.
Examples of training goals:

Improve customer service satisfaction ratings

Decrease the time it takes to complete service delivery
Improve employee morale through better supervision by
management
Improve the speed at which orders are filled

Training Needs Analysis

Step 2: Link Desired Outcomes With Employee Behavior
Identify

the competencies (behaviors, skills, qualities and

knowledge) that are linked to desired outcome.

Collect

information and data from subject matter experts to

determine which competencies are critical to achieving the
outcomes.

What skills does one need to achieve this goal?

What information is necessary to meet this objective?

Which behavior is critical to completing this task?

Training Needs Analysis

Step 3: Identify Trainable Competencies
Evaluate

the critical competencies and determine if they are:

Abilities one should possess prior to job entry
Abilities that can be leaned on the job

List

of critical competencies that are either elements that

should be considered in hiring practices or competencies that
are amenable to training.

Training Needs Analysis

Step 4: Evaluate Competencies and Determine Performance
Gaps
Evaluate

current competencies and identify where there are gaps

between current ability and desired ability

To

evaluate current competency level use:

Performance

evaluations

Tests
Surveys
Self

assessments
Interviews
Customer feedback

Training Needs Analysis

Step 5: Prioritize Training Needs
Identify

the percentage of employees who need training on

the competencies.

Consider

the importance of the competencies to the business

objectives .

Together,

the need and the importance will allow you to

identify training priorities.

Training Needs Analysis

Step 6: Determine How to Conduct Training

Consider adult learning theory and best practices in training on the

particular competencies.

Training methods can range from:

On the job training (OJT)

Mentoring and coaching;
Classroom / lecture
Web-based / e-learning
Reading / books
Conferences
Academic programs

Training Needs Analysis

Step 7: Conduct a Cost Benefit Analysis
Consider

the costs associated with the training methods, the extent to which
the training will address the performance gap, and the impact on business

Cost

factors include:

Training time
Content development time (if designed in-house)
Training provider evaluation (if purchased from vendor)
Training content delivery method
Lost productivity from time spent in training
Travel and logistical expenses

Training Needs Analysis

Step 8: Planning for Training Evaluation
Training

is only effective if the information is retained and

applied on the job. Evaluation of training is critical

Questions

to consider in evaluation include:

How much did the training improve the competencies?

How did the training improve employees job performance?
How did the training support meeting of business objectives?

Training Needs Analysis

Training Needs Analysis
Training

needs analysis is a systematic approach for

determining what training needs to take place.

When

planning training there is value in identifying and

considering;
Business needs
Current competencies
Training methods
Cost
Effectiveness

Questions