How to Conduct a Training Needs Analysis?
Conduct a training needs analysis in 8 steps:
1. Determine Desired Outcomes: Clarify the goal of the training and expected business outcomes.
2. Link Desired Outcomes with Employee Behavior: Identify the competencies (behaviors, skills, qualities, and knowledge) that are linked to the desired outcome.
3. Identify Trainable Competencies: Evaluate the critical competencies and determine if they are abilities one should possess prior to job entry or abilities that can be leaned on the job.
4. Evaluate Competencies and Determine Performance Gaps: Evaluate current competencies and identify where there are gaps between current ability and desired ability.
5. Prioritize Training Needs: Identify the percentage of employees who need training on the competencies and consider the importance of the competencies to the business objectives.
6. Determine How to Conduct Training: Consider adult learning theory and best practices in training on the particular competencies.
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.
8. Planning for Training Evaluation: Training is only effective if the information is retained and applied on the job.
Training needs analysis addresses the following questions
- What training is needed and why?
- Where is training needed?
- Who needs training?
- How will training be provided?
- How much would a training cost?
- What will be the impact on business?
To do the TNA process you should follow these 7 steps
1. Document the problem.
2. Investigate the problem.
3. Plan the needs analysis.
4. Select the technique.
5. Conduct the analysis.
6. Analyze the data.
7. Report the findings.
Classification of training needs
There are different types of training needs. Focusing only on performance deficiency in needs analysis is too restrictive.
- Democratic needs
Are options for training that are preferred, selected or voted for by employees or managers or both. Programs that address these needs are likely to be accepted and desired by organization members. Therefore, democratic needs can be used to build support for training programs.
- Diagnostic needs
Focus on the factors that lead to effective performance and prevent performance problems, rather than emphasizing existing problems. Diagnostic needs are identified by studying the different factors that may affect performance. The goal is to determine how effective performance can be obtained.
- Analytical needs
Identify new and better ways to perform a task. These needs are generally discovered by intuition, insight or expert consideration.
- Compliance needs
Are those mandated by law? This category of needs most often deal with mandated training programs such as safety training, prevention of sexual harassment, training for implementation of reservation policy, etc.
