Analysis of employee training needs

Approximate reading time: 1m 39s

Based on the analysis of training needs, decisions can be made that include filling in the missing knowledge as well as supporting activities to achieve the required level of productivity and efficiency.

Let us look at the main reasons for conducting an analysis of training needs and the specific steps for its implementation.

• Guaranteeing the fulfillment of customer requirements;
• Setting appropriate goals and achieving them;
• To create a benchmark for establishing comparisons;
• Provide an opportunity for evaluation and continuous upgrading of results;
• Early identification of quality problems and directing efforts in the right direction;

Steps of the learning needs analysis process

Separating the process into stages will help you identify training needs as well as analyze performance issues.

Stage 1

Performance Analysis: It determines the differences in results on the basis of a comparison between the current state of work and the business goal pursued. The discrepancy between the desired and actual performance of employees is known as "performance problems".

Stage 2

Analysis of the root causes: It identifies possible causes of performance gaps. Such can be: lack of skills, capacity and motivation. When you are aware of the root cause, it is easy to take the right steps to overcome the problem.

The root cause can be classified into five categories:

1. Skill/Knowledge
2. Capacity / Internal Environment / Resources
3. Prizes and Incentives
4. Motivation and Expectations
5. Information and feedback

Stage 3

Needs analysis: It clarifies the needs to address the root causes. Detailed analyzes will benefit you in designing and implementing appropriate measures to address problem effectiveness. This will include:

• Audience Analysis
• Job Analysis
• Task Analysis
• Internal Environment Analysis
• Cost-Benefit Analysis

Stage 4

Recommendations: The analysis of training needs helps to determine whether this approach would be the right solution.

Option 1 - The training is the best solutionwhen established:

Lack of knowledge or skills; Lack of basic skills such as reading, writing, technology and math skills; Laws or policies requiring new knowledge or skills; Inadequate knowledge of new technologies; Introducing new products or services; Lack of coaching for higher standards of performance; Lack of motivation in new employees;

Option 2 - The training is not the best solution when the result problem is due to:

Problems with hiring, selecting or paying for work; Rules and regulations; Data analysis and feedback skills; Lack of tools, equipment or resources; Problems with physical fitness; Lack of motivation for new work.

If you would like more information on the training needs analysis process, please contact our team.

The micro-training package in the online course Training for trainers is a testament to our experience in the field of instructional design and the creation and conduct of training.