4 Main Steps in Training Needs Analysis - Part 2 of 2

1. SWOT (Strengths, Weaknesses, Opportunities, Threats)

Identify the business performance areas within the organization.  Then perform a SWOT analysis on each of these areas.

2. Organizational Performance-Gap Analysis - Look at the sources of data that will help you identify your areas of measurement, including:

• Corporate Objectives
• Organizational Statistics
• Growth Strategies
• Manpower Requirements 
• Skills Inventories
• Organizational Benchmarks
• Management Requests
• Organizational Culture
• Organizational Change
• Organizational Constraints
• Economic Climate
• Legislation
• Availability of Qualified Staff

Isolate strategic objectives of the organization and performance gaps and link to each other.

3. Employee/Team Performance-Gap Analysis

Consider:

• New Recruitment Training 
• Technology Changes
• Job Role Changes
• Introduction of New Products or Services
• Competencies
• Appraisals
• Observation & Consultation 

4. Prioritization of Needs

• Must Know
• Essential Skills and Knowledge that will close the Performance Gap
• Should Know
• Skills and Knowledge that will aid staff in achieving performance targets
• Nice To Know
• Useful Skills and Knowledge that may assist performance

The Training Cycle

Once your organization performs a training needs analysis using the guidelines above, you will test and then implement a training solution.  A feedback system must also be designed to compare employee and team performance before and after the training.  Remember to allow time to reinforce concepts and practice the skills learned during the training.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/