Analysis of Employees’ Training Needs in the Company

How to determine whether employees need training. When you apply a training needs analysis, you not only identify your employees’ gaps, but also find the right approach to filling them with the necessary knowledge.

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:

Skill / Knowledge
Capacity / Internal environment / Resources
Rewards and incentives
Motivation and expectations
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.

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When is a training needs analysis necessary?

A training needs analysis is necessary when there are performance problems in the company. It helps determine whether the issue is caused by missing knowledge or skills, or whether another type of support is needed. The analysis also helps identify the right approach for improving employee performance and efficiency.

What can a training needs analysis help a company achieve?

A training needs analysis can support decisions about filling knowledge gaps and adding measures that improve performance. It can help ensure compliance with client requirements, set appropriate goals, and create a baseline for comparison. It also supports continuous improvement and early identification of quality issues.

How does the training needs analysis process begin?

The process begins with performance analysis. This stage compares the current state of work with the desired business goal and identifies the gap between actual and expected results. That gap is described as a performance problem and becomes the starting point for further analysis.

What is root cause analysis in training needs analysis?

Root cause analysis examines why performance gaps exist. It may reveal causes such as lack of skills, capacity, motivation, resources, or feedback. Once the root cause is known, it becomes easier to choose the right measures to address the problem effectively.

What types of analysis are included in the needs analysis stage?

The needs analysis stage can include audience analysis, job analysis, task analysis, internal environment analysis, and cost-benefit analysis. These detailed analyses help clarify what is needed to address the root causes of poor performance. They are useful for designing appropriate improvement measures.

When is training the right solution to a performance problem?

Training is the best solution when the problem is caused by a lack of knowledge, skills, or basic abilities such as reading, writing, technology, or math. It is also suitable when new laws, policies, products, services, or technologies require new competencies. Training may also help when employees lack coaching or motivation in a new role.