Training Needs Analysis: 8 steps to conducting a training needs analysis

Leadership & Management

sally-peters
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Conducting a Training Needs Analysis Training Needs Analysis 8 Steps to Conducting a Training Needs Analysis Overview What is a Training Needs Analysis Why Conduct a Training Needs Analysis How to Conduct a Training Needs Analysis Training Needs Analysis What is a Training needs Analysis? A training needs analysis is a systematic approach for determining what training needs to take place. A training needs analysis considers: Business needs Current competencies Training methods Cost Effectiveness Training Needs Analysis Why Conduct a Training Needs Analysis? Effective training programs correctly identify and address the training needs. Need to determine what or who needs to be trained. Training needs analysis works to clarify training needs Training Needs Analysis Why Conduct a Training Needs Analysis? A training needs analysis ensures training is targeting the correct competencies, the correct employees and is addressing a business need. A poorly designed training needs analyses can lead to training that: Addresses the wrong competencies Trains the wrong people Uses the wrong training methods Training Needs Analysis Training needs analysis address the following questions: What training is needed and why? Where is training needed? Who needs training? How will training be provided? How much will training cost? What will be the impact on business? Training Needs Analysis How to Conduct a Training Needs Analysis? Conduct a training needs analysis in 8 steps Training Needs Analysis Step 1: Determine Desired Outcomes Clarify goal of the training and expected business outcomes Training goal should correspond to a business objective. Examples of training goals: Improve customer service satisfaction ratings Decrease the time it takes to complete service delivery Improve employee morale through better supervision by management Improve the speed at which orders are filled Training Needs Analysis Step 2: Link Desired Outcomes With Employee Behavior Identify the competencies (behaviors, skills, qualities and knowledge) that are linked to desired outcome. Collect information and data from subject matter experts to determine which competencies are critical to achieving the outcomes. What skills does one need to achieve this goal? What information is necessary to meet this objective? Which behavior is critical to completing this task? Training Needs Analysis Step 3: Identify Trainable Competencies Evaluate the critical competencies and determine if they are: Abilities one should possess prior to job entry Abilities that can be leaned on the job List of critical competencies that are either elements that should be considered in hiring practices or competencies that are amenable to training. Training Needs Analysis Step 4: Evaluate Competencies and Determine Performance Gaps Evaluate current competencies and identify where there are gaps between current ability and desired ability To evaluate current competency level use: Performance evaluations Tests Surveys Self assessments Interviews Customer feedback Training Needs Analysis Step 5: Prioritize Training Needs Identify the percentage of employees who need training on the competencies. Consider the importance of the competencies to the business objectives . Together, the need and the importance will allow you to identify training priorities. Training Needs Analysis Step 6: Determine How to Conduct Training Consider adult learning theory and best practices in training on the particular competencies. Training methods can range from: On the job training (OJT) Mentoring and coaching; Classroom / lecture Web-based / e-learning Reading / books Conferences Academic programs Training Needs Analysis Step 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 Cost factors include: Training time Content development time (if designed in-house) Training provider evaluation (if purchased from vendor) Training content delivery method Lost productivity from time spent in training Travel and logistical expenses Training Needs Analysis Step 8: Planning for Training Evaluation Training is only effective if the information is retained and applied on the job. Evaluation of training is critical Questions to consider in evaluation include: How much did the training improve the competencies? How did the training improve employees’ job performance? How did the training support meeting of business objectives? Training Needs Analysis Training Needs Analysis Training needs analysis is a systematic approach for determining what training needs to take place. When planning training there is value in identifying and considering; Business needs Current competencies Training methods Cost Effectiveness Questions
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