Training Needs Analysis, Undertaking a

Different approaches can be taken for a training needs analysis process, however, some key features and sequence of activities will typically include:

1. Identify and define the business need for the potential training need. For example, Is productivity poor? Are customer service ratings low? Are machine breakdowns high? Are there high levels of minor or major injuries?

2. What is to be the measured outcome of the training?

3. Plan what and who is needed to be involved in the TNA. Confirm and agree these in a meeting with the client.

4. Create the plan, including timescale with start and end date (which might just be a day for a small team), who will be interviewed etc. for data gathering, supporting documents needed for analysis purposes and creation of a training plan: all to show how the TNA will be conducted.

5. Gather information as indicated in the agreed plan by carrying out interviews, observation, review of appraisals, and survey questionnaires to assist in understanding employee's performance and use this to evaluate their effectiveness and efficiency.

6. Relate employees evaluated performance with their job descriptions.

7. Identify gaps that can be addressed by additional training, prioritising actions as required.

8. Present the solution/s in a report to the client.

9. A post-training evaluation might also be factored in to evaluate the effectiveness of the TNA process.