Analysis of Employees’ Training Needs in the Company

Approximate reading time: 1m 49s

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

Let us look at the main reasons for conducting a training needs analysis and the specific steps for carrying it out.

• Ensuring compliance with client requirements;
• Setting appropriate goals and achieving them;
• Creating an initial baseline for making comparisons;
• Providing the opportunity to evaluate and continuously improve results;
• Early identification of quality issues and directing efforts in the right direction;

 Would you like us to help you create training courses? You can contact us by phone: +359 878 685 304 or e-mail: office@nitbg.com.

Steps in the process of analyzing training needs

Breaking the process into stages will help you identify training needs, as well as analyze the performance problems that have arisen.

Stage 1
Performance analysis: This identifies the differences in results based on a comparison between the current state of work and the pursued business goal. The discrepancy between the desired and actual performance of employees is known as "performance problems".

Stage 2
Root cause analysis: It identifies the possible causes of performance gaps. These may include lack of skills, capacity, and motivation. When you know the root cause, it becomes easy to take the right measures to overcome the problem.

The root cause can be classified into five categories:

1. Skill / Knowledge
2. Capacity / Internal environment / Resources
3. Rewards and incentives
4. Motivation and expectations
5. Information and feedback

Stage 3
Needs analysis: It clarifies the needs for addressing the root causes. Detailed analyses will be useful to you in designing and applying appropriate measures to improve problematic performance. This includes:

• Audience analysis
• Job analysis 
• Task analysis
• Internal environment analysis
• Cost-benefit analysis

Stage 4
Recommendations:  The training needs analysis helps determine whether this approach would be the right solution.

Option 1 - Training is the best solution when the following are identified:

• A deficit in knowledge or skills;
• A lack of basic skills such as reading, writing, technology, and mathematical skills;
• Laws or policies requiring new knowledge or skills;
• Inadequate familiarity with and use of new technologies;
• Introduction of new products or services;
• Lack of coaching for higher performance standards;
• Lack of motivation in new employees;

Option 2 - Training is not the best solution, when the performance problem is a result of:

• Problems with hiring, selection, or pay;
• Rules and regulations;
• Inability to analyze data and feedback;
• Lack of tools, equipment, or resources;
• Problems with physical preparedness;
• Lack of motivation for the new job.

 Would you like us to help you create training courses? You can contact us by phone: +359 878 685 304 or e-mail: office@nitbg.com.

The package of microlearning modules in the online course Trainer Training is proof of our experience in instructional design and in creating and delivering training.