Training Needs Analysis

Simple Six Steps for Training Needs Analysis 

Training needs analysis is the process by which the instructional needs of the organisation are identified and interpreted prior to the training delivery.  

STEP 1: Organizational analysis 
Indicators:

·Organizational goals and objectives

·Work force measurements

o   Analysis of labour turnover, 

o   Age profiles and expected retirements, etc.

o   Skills inventories

o   Measurements of organisational climate and industrial disputes

o   Labour turnover

o   Absenteeism

o   Productivity

o   Accident rates, etc.

·Measurements of efficiency:

o   Labour costs

o   Material costs 

o   Product quality

o   Downtime

o   Waste 

STEP 2: Operational analysis

The focus of this level of analysis is on a job or group of jobs. Organizations routinely undertake this sort of activity for reasons other than training.

Indicators:

·Job evaluation and organisation design:

o   Organisational Structure

o   Job Descriptions

o   Job Specifications

o   Performance Standards and KPIs

STEP 3: Individual analysis
Indicators:

This level of analysis is focused on measuring how well the incumbent is performing the job under review. These include the review of: 

·Performance appraisal data

·Job observation

·Interviews

·Questionnaires

·Job tests

·Critical incidents

·Attitudes surveys 

STEP 4: Occupational analysis

Indicators:

This level of analysis is measured by evaluating the competency of the individual mapped with his roles and responsibilities assigned to the resource with respect to his job efficiency and effectiveness. These include the review of: 

·         Job Competencies

o   Surface or refractory competency:

·Interpersonal skills

·Problem solving

·Communication skills

o   Conventional competency

STEP 5: Analyse the result

Indicators:

Based on the above analysis, the list of desired outcome need to be prepared. This may include the following:
· List down all the organizational constraints and assumptions
§  Budget
§  Time
§  Training material
§  Trainer
§  Attitude of participants
· Desired behavior required
· Desired level of Knowledge, Skill and Attitude required by each level and position

STEP 6: Define the learning outcomes
Indicators:

After analyzing the results and keeping the organizational constraints in mind, the training plan is outlined which necessarily covers:

Lessons and topic areas required to be covered for different types of trainees
Total time required for training
Learning Objectives
Training methodology
Allocation of time for each set of lecture and activities
Types of assessment suitable for the defined learning objectives
 Kind of training material required
Kind of trainer required