Training Needs

Analysis
DIFFERENT APPROACHES TO NEEDS ANALYSES
IN DESIGNING TRAINING AND DEVELOPMENT
PROGRAMS

Training Needs Analysis

What is a Training needs Analysis?

A training needs analysis is a systematic approach

for determining what training needs to take place.

A 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

A training needs analysis ensures training is
targeting the correct competencies, the correct
employees and is addressing a business need.

A 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

(Approach)
How to Conduct a 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?

Cost-effective methods for

employee training and
development
On-the-job experience
Committees
shadowing

Job

Conferences and forums

alerts

Learning

Critical incident notes

learning
Field trips
assignments
Job aids
projects
Job expanding

Peer-assisted
'Stretch'
Special

Questions