Four Steps to Conducting a Needs Analysis
Conduct a Gap Analysis
The first step is to check current performance levels of both individuals and the organisationagainst existing standards, or to agree new standards bearing in mind the overall companygoals. One suggestion here is to have representatives from the various areas in theorganisation meet with those who are responsible for the TNA to give their input into theprocess as well as understanding the goals and objectives of the process. This group mayalso be involved in some of the diagnosis stages where interviews, focus groups orobservation exercises are conducted. This stage includes two parts which are:
Current situation Examine the current skills, knowledge and attitude of staff as well as thecompany goals, environment and future constraints.
Desired Situation The conditions needed for organisational and individual success need tobe identified. The necessary job standards and individual competencies and attitudes should
hted and agreed at all levels in the organisation. The greater the involvement of allstaff in the analysis process, the higher the
of buy in to the training process. It is thisgap between the current and required situation which will identify the particular needs,purpose and objectives.
Identify Training Priorities
The first stage should have produced a range of needs for training and development, careerdevelopment and organisation development which now require further examination
ranking in terms of priorities. These priorities need to be agreed in terms of the overallcompany goals and strategy going forward. It is by aligning training activity in terms of the
overall company goals , that its impact is real and measurable.
Identify Causes of Problems and Opportunities
Having highlighted and prioritised the areas of importance, the next step includes looking atkey problem areas and opportunities in the organisation. Two critical questions need to beasked for every need identified :
Are our people doing their jobs effectively?
Do they know how to do their jobs?
In order to answer these questions, a detailed analysis of current performance needs to beconducted using some of the techniques described earlier.