Scribd Logo
Upload

Welcome to Scribd!

  • 91 views

    Training Need Analysis

    Uploaded by

    Harry Rock
    A training needs analysis is a systematic process to determine what training is needed. It involves 6 steps: 1) determining desired business outcomes, 2) linking outcomes to employee competencies, 3) identifying trainable competencies, 4) evaluating competency gaps, 5) prioritizing training needs, and 6) determining training methods. Conducting a thorough needs analysis ensures training addresses the right skills, people, and business needs. It also involves a cost-benefit analysis to evaluate various training methods.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Training Need Analysis

    Uploaded by

    Harry Rock
    91 views14 pages
    A training needs analysis is a systematic process to determine what training is needed. It involves 6 steps: 1) determining desired business outcomes, 2) linking outcomes to employee competencies, 3) identifying trainable competencies, 4) evaluating competency gaps, 5) prioritizing training needs, and 6) determining training methods. Conducting a thorough needs analysis ensures training addresses the right skills, people, and business needs. It also involves a cost-benefit analysis to evaluate various training methods.

    Original Description:

    Training Need Analysis

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    A training needs analysis is a systematic process to determine what training is needed. It involves 6 steps: 1) determining desired business outcomes, 2) linking outcomes to employee competencies, 3) identifying trainable competencies, 4) evaluating competency gaps, 5) prioritizing training needs, and 6) determining training methods. Conducting a thorough needs analysis ensures training addresses the right skills, people, and business needs. It also involves a cost-benefit analysis to evaluate various training methods.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    91 views14 pages

    Training Need Analysis

    Uploaded by

    Harry Rock
    A training needs analysis is a systematic process to determine what training is needed. It involves 6 steps: 1) determining desired business outcomes, 2) linking outcomes to employee competencies, 3) identifying trainable competencies, 4) evaluating competency gaps, 5) prioritizing training needs, and 6) determining training methods. Conducting a thorough needs analysis ensures training addresses the right skills, people, and business needs. It also involves a cost-benefit analysis to evaluate various training methods.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    You are on page 1of 14

    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

    You might also like