Training Needs Analysis (Part 2) (Importance (Identify the gap between…
Training Needs Analysis (Part 2)
How to Conduct a Training Needs Analysis
Step 1: Identify Training Needs
Conducting this analysis allows an organization to focus its efforts on:
Areas of training that are
for employees to successfully carry out the organisation's goals.
use of the company’s training dollars.
employees by contributing to their career development.
Step 2: Perform a Gap Analysis
Assessing the current state of a department or employee’s performance or skills and
this to the desired level.
Step 3: Assess Training Options
The gap analysis generates a list of training options/needs which can be assessed based on the goals and
of the organization, both currently and in the future.
Criterias to be included are:
Cost, Return to Investment, Time and Solution to a Problem.
Step 4: Report Training Needs and Recommend Training Plans
the findings from the training needs assessment, and make recommendations for short- and long-term training plans and budgets.
Start with the No. 1 priorities from the training option list.
Neglect Good Performances
Lack of Objectivity
Identify the gap between current and required levels of knowledge, skills and aptitude to improve current and future work performance.
Identify what the general content of training should be.
Form the foundation of a training plan.
Provide a baseline for the evaluation of a training plan.
Ensure that appropriate and relevant training is delivered.
Maximise use of scarce resources.
Align organizational goals in order to reach those goals effectively.