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The aim of training needs analysis is to ensure that training addresses existing problems, is tailored to organisational objectives, and is delivered in an effective and cost-efficient manner.
Many needs assessments are available for use in
different employment contexts. Some of them are...
Context Analysis. An analysis of the business needs
or other reasons the training is desired. The important questions being
answered by this analysis are who decided that training should be conducted,
why a training program is seen as the recommended solution to a business
problem, what the history of the organization has been with regard to employee
training and other management interventions.
User Analysis. Analysis dealing with potential
participants and instructors involved in the process. The important questions
being answered by this analysis are who will receive the training and their
level of existing knowledge on the subject, what is their learning style, and
who will conduct the training.
Work analysis. Analysis of the tasks being
performed. This is an analysis of the job and the requirements for performing
the work. Also known as a task analysis or job analysis, this analysis seeks to
specify the main duties and skill level required. This helps ensure that the
training which is developed will include relevant links to the content of the
job.
Content Analysis. Analysis of documents, laws,
procedures used on the job. This analysis answers questions about what
knowledge or information is used on this job. This information comes from
manuals, documents, or regulations. It is important that the content of the
training does not conflict or contradict job requirements. An experienced
worker can assist (as a subject matter expert) in determining the appropriate
content.
Training
Suitability Analysis. Analysis of whether training is the desired solution.
Training is one of several solutions to employment problems. However, it may
not always be the best solution. It is important to determine if training will
be effective in its usage.
Cost-Benefit Analysis. Analysis of the return on
investment (ROI) of training. Effective training results in a return of value
to the organization that is greater than the initial investment to produce or
administer the training.
- 03:52
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Effective training or development depends on knowing what is required - for the individual, the department and the organisation as a whole. With limited budgets and the need for cost-effective solutions, all organisations need to ensure that the resources invested in training are targeted at areas where training and development is needed and a positive return on the investment is guaranteed.
Definition -
A training need is a shortage of skills or abilities, which could be reduced or eliminated by means of training and development. Training needs hinder employees in the fulfilment of their job responsibilities or prevent an organisation from achieving its objectives. They may be caused by a lack of skills, knowledge or understanding, or arise from a change in the workplace.
Training needs analysis identifies training needs at employee, departmental or organisational level in order to help the organisation to perform effectively. The aim of training needs analysis is to ensure that training addresses existing problems, is tailored to organisational objectives, and is delivered in an effective and cost-efficient manner.
Training needs analysis involves -
• Monitoring current performance using techniques such as observation, interviews and questionnaires
• Anticipating future shortfalls or problems
• Identifying the type and level of training required and analyzing how this can best be provided.
- 03:35
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