Training Needs Analysis: An Overview

Definition of Training Needs Analysis

Companies use training needs analysis as a tool to assess the current level of knowledge and skills in a particular area. It also helps determine what type of training is needed for employees to meet the desired goals. Additionally, it provides companies information about the strengths and weaknesses of an organization, its people, and its processes. The information gathered from TNA can be used by to help develop a plan for improving performance.

Benefits of Conducting TNA

Training needs analysis is an important step in the evaluation process. It provides organizations insights on what skills need to be developed and improved. Furthermore, it is a process that helps organizations evaluate their training programs and identify gaps in their training programs. It is a data-driven decision made after considering all of the information gathered, such as surveys, interviews, and observations.

The benefits of conducting TNA are numerous. Through conducting TNA, companies are able to evaluate the current state of the organization’s training programs and identify the gaps in the curriculum as well. Additionally, organizations can also use TNA to determine if the employees are properly and adequately trained for the jobs.

The 5 Step Process Guide to Conducting TN

A. Define the organization’s goals

In order to be successful, the organization needs to have goals that are both short and long term. Short-term goals are more immediate and can be accomplished within a week or two. On the other hand, long-term goals are more long-lasting and can take months or even years to accomplish.

Check out these examples below:

Short-term training goal: To increase the number of signups for the company’s newsletter in one month.

Long-term training goal: To increase the number of signups for the company’s newsletter by 10% annually over a five year period.

B. Identify the performance standards

The performance standards of an employee are the minimum expectations for how the employee should perform. These standards are set by the company and can be modified at any time.

Performance standards are usually defined in three categories:

1) Technical skills, which include knowledge of computer programs, software, hardware and other technical abilities.

2) Work-related skills, which include communication skills, problem solving abilities, teamwork and leadership skills.

3) Personal qualities or traits that contribute to an individual’s overall performance such as honesty, dependability, initiative and creativity.

C. Identify the skills or gaps to be addressed

Companies can identify the performance or skills gaps to addressed using different methods . Some of the common and effective ways include:

1. Job analysis – it is a process of identifying the skills needed for a particular job

2. Competency mapping – it is an assessment tool that identifies the skills required for a particular position and then maps those against existing employees within an organization

3. Skills assessments – it is an assessment process that measures current skill levels in order to identify skill gaps

4. Workplace assessments – it helps employers measure what their employees do at work, how they do it, and how well they do it

D. Design the data collection tool

Companies use data collection tools to collect data from different sources to help them identify their current set of needs. The types of data collected can be anything from customer feedback, to employee surveys, to financial transactions. Data collection tools are important for training needs because these help identify what type of training is needed for the company.

Organizations now have access to different data collection tools that they can easily use for different purposes. Some examples include:

1) Survey software – this type of software helps companies conduct to survey their customers and employees about their satisfaction with the service or products provided by the company, as well as other relevant questions related to the company’s business

2) Voice recording software – this type of software provides companies a way to record and transcribe verbal communication between two people such as one-on-one coaching sessions and exit interviews.

3) Performance management suites – these suites provide a variety of functionality including performance reviews and goal setting

E. Analyze the results

After data collection, the next step is to analyze the results. Depending on the tool used and the type of data collected, instructional designers can conduct data analysis using either quantitative, qualitative analysis, or both.

How does your company conduct their Training Needs Analysis? Feel free to share with us by leaving a comment below.