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Training Needs Analysis: 8 steps to conducting a training needs analysis

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Training Needs Analysis: 8 steps to conducting a training needs analysis

This presentation provides an overview on what a training needs analysis is, the value of conducting a training needs analysis and how to conduct a training needs analysis.

Published in: Leadership & Management

Training Needs Analysis: 8 steps to conducting a training needs analysis

  1. 1. Training Needs Analysis 8 Steps to Conducting a Training Needs Analysis
  2. 2. Overview  What is a Training Needs Analysis  Why Conduct a Training Needs Analysis  How to Conduct a Training Needs Analysis
  3. 3. 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
  4. 4. 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
  5. 5. Training Needs Analysis  Why Conduct a 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
  6. 6. Training Needs Analysis  Training needs analysis address the following questions:  What training is needed and why?  Where is training needed?  Who needs training?  How will training be provided?  How much will training cost?  What will be the impact on business?
  7. 7. Training Needs Analysis  How to Conduct a Training Needs Analysis?  Conduct a training needs analysis in 8 steps
  8. 8. 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
  9. 9. 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?
  10. 10. 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.
  11. 11. 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
  12. 12. 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.
  13. 13. 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
  14. 14. 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
  15. 15. 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?
  16. 16. Training Needs Analysis Training Needs Analysis  Training needs analysis is a systematic approach for determining what training needs to take place.  When planning training there is value in identifying and considering;  Business needs  Current competencies  Training methods  Cost  Effectiveness
  17. 17. Questions

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