RUNNING HEAD: TRAINING NEEDS ANALYSIS 1

Training Needs Analysis

Name

Institution
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Training Needs Analysis

Training needs analysis is the process that employers, managers, and supervisors

incorporate at the workplace to review the state of the employees’ training. The objective of the

analysis is to identify knowledge gaps in the organization and prioritize strategies that will

increase overall efficiency of the organization.

What Factors Lead to a Training Need Analysis?

There are plenty of factors that may force a business to incorporate a training needs

analysis in its schedule. Such factors may be as a result of the employer/employees direct actions

or as a result of natural disasters. Reasons for training include, but are not limited to:

 Relocations

 Incorporation of new technology

 Layoffs and transfers

 Change in laws’

 Dwindling performance

 Succession planning

There are 3 fundamental steps involved in Training Needs Analysis:

Deciding on the Skill Sets

This first stage requires team members to have individual skill sets that enable them to do

their tasks to the utmost perfection. This bases on the employer the burden of looking into the job

roles of each department and considering aspects of expertise as well as levels of seniority.
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Evaluation of Individual Skill Sets

It is the role of the supervisor to evaluate his team members’ skills set. Such evaluation

allows him to know who is able to meet deadlines, and who may need further training in his

field.

Highlighting Skills Gap

Now that the supervisor knows where his team currently stands and the level at which he

would like them to be, it will be easy to identify any gaps between the two. Necessary steps will

therefore be taken to close this gap, which essentially come in the form of in depth training.

Gap Analysis Assessment Tools

Individual interviews

These may be conducted on managers, supervisors, customers or other employees. For

instance, an organization that deals with safety training may interview employees who have

either experienced or witnessed an accident. If such accidents involved company equipment, it

may be useful to interview the manufacturer of that equipment.

Focus groups

These differ from individual interviews in that groups of people are simultaneously asked

questions about their training needs. Participants brainstorm different ideas and put them down

for collective analysis.

HR Records
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These often include safety and accident records, job descriptions, sales records,

evaluation records, exit interviews and job competencies. For instance, if the number of

accidents at the workplace increase, it would be crucial to view the accident records prior to

commencing training on safety protocol.

Surveys and Questionnaires

These can be done through manual writing, mobile phones, and other electronic means.

In a service industry, the employer may ask his employees what would help them to provide

better customer care.

Observation

Direct supervision by managers and supervisors is one of the oldest assessment tools in

history. The employer may then make necessary training recommendations based on these

observations.

Benefits of Training Needs Analysis

Identification of Knowledge Gaps

The major benefit of conducting training analysis is identification of gaps before the lead

to financial or social problems at the organization. It is more reasonable to highlight a gap and

tackle it rather than being aware of the gap and instead choose to work on the issues that arise

from it.

Training allows the supervisor to apply a proactive approach before the company faces

major problems.
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Aids in Proper Planning for that Financial Year

Training needs analysis makes it easier to plan for the upcoming year while balancing

with the other objectives of the organization. A training plan ensues the moment the gap is

identified together with employees who need to better their skills.

Each Individual Gets Specialized Training

It is essential to ensure each individual gets training in their specific area of weakness. It

is pointless to make all individuals go through the same training without considering what skill

sets each one of them possesses. The staff may also not be as engaged in their training once they

become aware that they are training for something that they are already good at.

The training need analysis will also enable the employer to come up with personalized

training plans that befit each individual.

Helps in Prioritizing Training Needs

It is often difficult to decide on which training sessions to go first. The training needs

analysis is built to pinpoint what training needs to be completed as soon as possible, and which

one can be postponed until a late date.

An employer may choose to prioritize training according to how essential it is to the

organization. For instance, a service company will opt to train the customer-facing team first

since they are ones that have one-on-one interactions with the clients.

Conclusion
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Training needs analysis should be a recurrent event in any business setting. It is not

enough to conduct once as dynamics of the business will always continue to change over time.
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References

Blanchard P.N., & Thatcher, J. W (2013). Effective Training: Systems, Strategies and

Practices (5th Edition). Upper Saddle River, NJ: Pearson Education Inc.

Olivas, L. (1983). Designing and Conducting a Training Needs Analysis: Putting the

Cart before the Horse. Journal of Management Development, Vol. 2 No. 3 pp. 19-41