Training Needs Analysis
1. Collect information from those expressing the need for training.
What new or changed behaviors do you want to see?
What's the problem you're trying to solve?
What performance metrics need to be achieved?
Describe what success would look like.
What KSAs (knowledge, skills, or abilities) are needed?
Who can I talk to in order to better understand the problem?
2. Identify the need.
How is this different from current state?
What's the gap between current and desired states?
Is this something new rolling out?
Is it the same for everyone? Or are there different gaps by audience?
3. Identify audience.
Who are the impacted teams? Individuals?
How should their leaders be involved?
What do you need to know about the audience to recommend the best solution?
How do they like to learn?
How many of them are there?
Identify success measures/behaviors.
Where are they located?
What kind of technology or resources do they have available?
What's their attitude about the change?
Are there any ADA concerns?
4. Evaluate possible interventions.
Data, information (Do the performers know what is expected?): Communication, clear statements of purpose & expectations (possibly training).
Resources, tools, environmental support (Do performers have what they need to perform?): Open supervisor support, appropriate tools, applications (not training).
Consequences, rewards, incentives (Do performers get appropriate feedback? Are they held accountable?): Consistent & immediate feedback of results, consequences must be linked to performance (not training).
Knowledge, Skills (Do the performers have the knowledge or skills to perform?): Training, job aids.
Capacity (Are the performers capable of performing?): Selection process, performance management (not training).
Motivation (Do the performers care about the job or their performance?): Selection process, leadership (not training)
5. Analyze the results.
What is the timing needed?
6. Make a recommendation.
Review all data inputs.
Determine what could be accomplished by training.
If training is needed, what might it look like?
What other interventions might be needed?
What are you trying to improve, attain or solve?