Training Needs Analysis

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Date: 05/06/2013

To have an effective training needs analysis conducted, you must enter into it with the aim to fully understand the needs of the organisation and its individuals. To put it bluntly, a half done analysis is like a half done marriage proposal – you don’t expect it to work.

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From an organisational perspective you want to know the following things:
1. What is the vision for the business –
the overall plan, where are they going and as your conducting the analysis are you aware of this in the way your questions are asked.
2. What are the values –
What do they value, what does a quality team look like to the business, what are the drivers, are these clearly stated?
3. What is the current strategy –
current because strategy can change, it is fluid and adapts to the business needs in the current environment, is the strategy clear, concise, and to the point?

From an individual perspective you want to know the following things:
1. What do they do?
2. What do they know?
3. What don’t they know?

The following is an example of a training needs analysis questionnaire I used with a select group of individuals who are potentially interested in training as a supervisor.
1. Are you new to management or an experienced manager?
2. How long have you been managing others? ___years ___ month
3. What is your age range? 18-25, 26-35, 36-45, 46-55, 56-65, 66-Older.
3. Describe the tasks you currently regularly perform? list at least five.
4. What is your role within your organisation?
5. How many people do you manage?
6. What was your induction process like? What was effective, What didn’t work?
7. What do you think you need to know to do your role? List at least five technical and five soft skills.
8. Do you believe you need to improve as a manger?
9. What areas would you like to have support and/or training?

Training Needs Analysis

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Tonight I reflect on my current approach to conducting a training needs analysis within my organisation. The process I have used such as surveys, one on one interviews, and course evaluations have been extremely helpful to identify where training is effective and where training can be invested to give the greatest return. It is this process that has always given me visibility of training across all the departments.

What I believe to be an area that I can improve is the creation of a standardised departmental training needs questionnaire. As mentioned above this is conducted through many different streams including surveys, and one on one interviews. However, standardising some of the questions to use could assist in a speedier and accurate training needs analysis.

When there is a need for a training needs analysis to be conducted, whether identified through a manager or employee, this questionnaire should be used to collect relevant information.

Training Needs Analysis Questionnaire:

The learning and development team is currently reviewing all training events to ensure they are meeting the objectives of the individual, department and the organisation. Your input will not only be of considerable assistance in collecting this information, but it will also assist in identifying additional training requirements. Please answer the following questions and return to the Learning & Development Manager.

1. List below the courses that are currently being conducted for you and/or your department, then indicate how satisfied you are with the results of each course. (1 = Not Satisfied, 2= Satisfied, 3 = Very Satisfied).
Training Course: Satisfaction:
…Induction…. 2
…Negotiation Skills… 1

2. List below any of your departments and/or specific training needs to improve current job performance.

3. List below any additional training that you or your employees require. Please rank in order of need.

4. List below any training requirements you believe will develop within the next year.

5. List below any other areas in which you believe training can be of assistance to you and your department/employees.

The five questions are likely to generate allot of interest and can be used to assist in one on one interviews. It is intended for managers within departments, however can be used for anyone within a small team. After all, it is the students that determine the need for training.

If the questionnaire is used effectively it will generate information on:
– How well the current training courses are meeting the business requirements
– How employees feel about the training and their own individual training needs
– Identification of additional training required
– Training requirements that maybe required in the future
– and, other areas where training can build competence.

Happy training,
Luke