A Training Needs Analysis determines the needed skills of employees related to the objectives of the business. The goal is to identify the gaps between the current skill level and what is required to achieve and sustain business objectives.
When partnering with Roundtable Learning, your Training Needs Analysis will be conducted in the following four phases:
- Phase 1: Understand Short and Long-Term Business Goals
- Phase 2: Identify the Desired Performance Outcomes
- Phase 3: Examine the Current Performance Outcomes and Identify Gaps
- Phase 4: Establish and Prioritize a Solution
Read the full article on roundtablelearning.com.
What is a Training Needs Analysis?
A Training Needs Analysis is a process of understanding the training needs of employees by identifying performance gaps and determining where the gaps can be closed by building skills and knowledge. A Training Needs Analysis often begins by examining performance trends and comparing them to business goals. Common trends to examine include:
- Employee Engagement
- Turnover/Retention
- Sales Growth
- Workman’s Compensation Claims
A well done Training Needs Analysis helps identify knowledge and performance gaps before they become bigger problems and uncovers approaches to training that you may not have considered before.
How Roundtable Learning Conducts a Training Needs Analysis
A Training Needs Analysis at Roundtable typically occurs in four phases, each with its own distinct objectives, questions, and processes.
Phase 1: Understand Short and Long-Term Business Goals
The first step for a successful Training Needs Analysis is to identify the short and long-term goals for your organization and the performance needed to achieve them. This step involves asking high-level questions to senior management, line managers and supervisors, and employees, including:
- What are the organization’s goals?
- What skills will it take to achieve those goals?
- Who in our organization will be working toward achieving those goals?
Phase 2: Identify the Desired Performance Outcomes
The goal for phase 2 is to identify the ideal way that employees should perform their core job functions. The main questions that are asked during this phase are:
- What are the required skills, knowledge, and abilities that employees need to perform their jobs or tasks effectively?
- Will the skills and knowledge change based on the business needs?
Phase 3: Examine the Current Performance Outcomes and Identify Gaps
The next step is to examine the gap between the current and desired performance levels. This is usually accomplished through a combination of reviewing existing performance data and targeted data collection. Questions asked during this phase include:
- What key events or critical decisions led to this point, and how can we improve them?
- What have we done well, and what can be done differently?
Phase 4: Establish and Prioritize a Solution
After you’ve identified the cause of the performance problem, the final phase is to identify a solution. The goal is to first target the training efforts to the employees and skills that will make the biggest difference, and then identify what type of training will be most effective. Questions asked during this final phase are:
- Where would improved skills and knowledge have the biggest impact?
- What are the operational parameters for any training solution?
- What modalities will be most effective based on the content and context?
After understanding your training needs, Roundtable will help you determine the best solution. The solution could be a customized Virtual Instructor-Led Training (VILT) or a 360° VR program for leadership training.
What are the Next Steps?
With the help of our instructional design and L&D team, Roundtable can help your organization dig deep into its training problems and create custom solutions.
For all things training and learning, Roundtable is here to help. Take the first step in tackling your training needs by contacting us here or explore the solutions we offer.
