How to conduct a training needs analysis
Any problem, shortcoming, or gap preventing organisations or employees from achieving their objectives can usually be overcome, or at least minimised, through training and development activities. But how can such shortcomings be best identified and become the subject of training? The answer: conduct a training needs analysis or assessment, a process that every manager should be familiar with...
1. Adopt a framework for identifying needs.
Training needs can be identified at three levels:
- The individual - an employee lacks certain skills, understandings, or behaviours that limit performance, e.g. a discourteous receptionist.
- The strata - employees doing the same kind of work lack a certain skill, e.g. with the introduction of new computerised cash registers, the checkout people need training; drivers and storemen do not.
- The organisation - throughout the company a certain behaviour hinders achievement of a corporate goal, e.g. poor interpersonal skills are affecting staff and customer retention.
Consider that framework when deliberating on the need for training in your organisation.
2. Be aware of the work that may be involved.
Just as staff training does not simply happen, nor does its identification. The process of assessing the need for training demands time and energy in planning and analysis. It demands the full involvement of staff in the discussion process, beyond the traditional approach where management decided what was best for staff. It demands co-ordination, allowing managers in all parts of the organisation to integrate common needs and priorities to avoid duplication of effort and cost.
3. Be ready to tackle any anticipated problems.
Be prepared to initiate training when a need is obvious - such as following, or before, the installation of new equipment in the workshop.
