The most important component of a good corporate training strategy is an understanding of what your organization's needs truly are. As a leader or manager, your idea of where gaps exist may be totally different than what your employees needs really are.

1. 6 steps to
conducting a thorough training needs analysis
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2. The most important component of a good corporate
training strategy is an understanding of what your
organization's needs truly are.
As a leader or manager, your idea of where gaps
exist may be totally different than what your
employees needs really are.

3. Step One: Understand when to use a
training needs assessment
There are several circumstances where it is
appropriate to use a training needs assessment:
with a record of poor performance
required learning of new skill
introduction of new employees
implementation of new technology

4. Step Two: Observe to develop your
understanding
Use your own observations and experiences to
determine whether or not these gaps are truly the
result of a lack of training or whether they can be
attributed to something else.
It could be that it is actually stemming from a lack
of feedback from managers or problems in the
recruiting and hiring process.

5. Step Three: Determine what type of training
needs assessment to use
There are three primary types of training
needs assessments to consider:
organizational
task
personal

6. Organizational analysis is for when you're looking at how to address gaps with
the ultimate goal being the alignment of business strategies and training
strategies.
Task analysis gets more specific and is a way to gauge specific
knowledge, skills and levels of expertise
Personal analysis approaches the process of conducting a training needs
assessment from an individual standpoint where you look at your employees to
determine whether they're lacking in a crucial area to their ability to perform in
their position.

7. Step Four: Conduct Assessments and
Evaluations
At this point in your training needs assessment you
can begin issuing various evaluations, tests or
assessments that will allow you to collect data that
can be used to specifically create training content.

8. Step Five: Link competency results with
specific training goals
Effective training requires a set of goals and metrics that
can be used to evaluate whether or not training is
successful.
After assessing your organization's needs, it is important to create a set of goals
based on the results. Develop benchmarks that are in-line with training and
corporate goals in order to evaluate training once it is delivered.

9. Step Six: Decide how training will be delivered
Think about the makeup of your workforce, your budget
and technological capabilities
How will you offer training? Blended learning that
combines eLearning and classroom training? Or maybe
a learning management system?

10. Learn more!
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