The right way to do a Training Needs Analysis
Table of Contents
The process of identifying what employees need to learn in order to be more successful can seem like a daunting task, but it does not have too much detail. First, you should conduct an analysis of your current situation and figure out where improvements could potentially come from by asking questions such as “What am I missing?” or “How else might this work?”. Once these areas are identified then create plans for them with specific tasks that will help bridge any gaps between now- drill down even deeper!
Do you need to conduct a training needs analysis (TNA)?
If so, you are in good company. Many organizations find themselves in the same position every year – needing to determine which areas of their workforce need more training. Unfortunately, many organizations also find themselves conducting TNAs (Training Needs Analysis) in the wrong way. In this blog post, we will discuss the right way to do a TNA, so you can get the most benefit from your analysis. Stay tuned!
To learn more, read our previous blog here and learn about how TNA can be used to create a blueprint for a future-ready workforce.
Here is a step-by-step list that can help you conduct an efficient training needs analysis
Now, let us take a closer look at each step of an ideal Training Needs Analysis strategy
Defining Business Objectives
The first step is to define the business objectives. What are the goals of the organization? What does it want to achieve? Once you have a good understanding of the organization’s goals, you can start to identify which areas of L&D need to be addressed in order to help employees meet those objectives.
Identify the stakeholders
Who will be involved in the training needs analysis? You’ll need to identify the decision-makers, those who will be responsible for implementing any changes that come from the analysis, and those who will be directly affected by the results of the analysis. It’s important that everyone who has a stake in the process is involved from the beginning so that they can provide input and buy-in later on.
Identifying the Gap
The second step is to identify the gap between the current state and desired state. In other words, what skills, knowledge, or abilities do employees currently have that they will need in order to meet the organization’s objectives? This can be done through surveys, interviews, focus groups, or any other method of data collection that will give you an accurate picture of where employees are currently at and where they need to be.
Analyzing the Root Cause of the Gap
The third step is to analyze the root cause of the gap between the current state and desired state. Why is there a gap? Is it because employees don’t have the necessary skills or knowledge? Or is it because they lack motivation? Once you have identified the root cause of the problem, you can start to develop a plan to address it.
Developing a Plan
The fourth and final step is to develop a plan to close the gap between where employees are currently and where they need to be. This plan should include specific actions that need to be taken in order to improve employee skills, knowledge, or abilities. It should also include timelines for each action so that you can track progress and ensure that employees are meeting objectives.
Collect data from multiple sources.
Don’t rely on just one source of data when conducting a training needs analysis. Instead, collect data from multiple sources using both quantitative and qualitative methods. This will give you a well-rounded picture of the current situation and help you identify areas that need improvement.
Some of the popular examples of data sources include
- Employee surveys
- One-on-one interviews with employees
- Focus groups with employees
- Observation of employees in their work environment
- Performance reviews
- Job descriptions
Once you have collected all your data, it is time to analyze it and create a plan of action. This is where you will identify any gaps in skills, knowledge, or abilities and develop a plan for addressing them through employee development programs. Be sure to involve all stakeholders in this process so everyone can provide input and buy-in before anything is implemented.
Develop a plan of action
Based on your analysis of the data, it’s time to develop a plan of action. What specific steps do you need to take in order to address the problem or opportunity? What type of training do your employees need? When will this training take place? Who will deliver it? By answering these questions, you’ll be able to develop a comprehensive plan for addressing your training needs.
Benefits of Training Needs Analysis
Implementing a process for analyzing your current and future training needs can be beneficial in many ways. For example, knowing what type or styles you prefer will allow the right course offerings to match those preferences more seamlessly which means less time looking at other options that may not work well with an individual’s learning style. Understanding how employees learn also helps managers make better decisions about when they should introduce new materials.
To know more about how to Get the best ROI from your Training Needs Analysis strategy, read our previous blog here.
Training needs analysis is a critical tool for Human Resource managers as well as Learning and development professionals. It helps you understand what areas of L&D need to be addressed in order to improve employee skills, knowledge, and abilities. With the right data, you can develop successful training programs that help your company grow and succeed.
If you are looking for a more efficient way to conduct your TNA, consider using Yaksha. Our platform makes it easy to collect and analyze data so that you can develop successful training programs that improve employee skills and help your company grow. Contact us today to learn more about how we can help you achieve your HR and L&D goals.