08/07/2017
A 10 Step Guide to conducting a Training Need Analysis process ✔️
When you conduct a training program but unfortunately, It is not efficiency. In fact, a recent research suggested the primary reason why training fail is they are not needed in the first place.
In short, your training needs would be the gap between the current capability of your audience and the desired capability. Before you launch yourself into planning your next training program, take some time to conduct a Training Need Analysis first.
Here is a quick guide to help you conduct this training need assessment effectively:
✔️Step 1: Set Specific Training Goals and Objectives
You must know what you expect from the training program. Ex: What are the desired business outcomes? Did our training work?
✔️Step 2: Define the Target Group for training and their Desired Competencies
Get to know what they think and what you are trying to achieve with your training program. Map expected business outcomes with the desired competencies of your target population.
✔️Step 3: Conduct Online Assessments and evaluate desired competencies
An online skill assessment can help you evaluate desired competencies. You should be then able to study data from results of these assessments to determine trainable competencies you want to include as part of the training program.
✔️Step 4: Determine the Trainable competencies of the Target Group
If you realize that a particular competency will not be impacted by training, then it does not make sense to conduct the training. Determine which competencies can be improved with training.
For instance, a customer facing role may require people who are inclined towards interacting with others. Trying to instill this behavior in employees who are usually introverts will certainly not help.
✔️Step 5: Conduct a Gap Analysis
For this, you need to first identify and set standards for employee performance and analyze how many do not meet these standards. Those who do not meet the standards can be considered to be in need of training.
✔️Step 6: Evaluate an appropriate Training method
Some common methods of training that you can choose (Classroom training; Online learning; On the job training;...)
While choosing an appropriate option, you need to make sure that the training also allows to ‘learn by doing’. This prepares the employee to retain the learning and apply it on the job.
✔️Step 7: Decide the Training Delivery options
You can also select the appropriate combination, whether you prefer e-learning, classroom training or a blend of both. This is also where you set the training schedule as well as the options and resources to deliver it.
✔️Step 8: Compare the Cost versus the Expected Benefits of conducting the training
Do the benefits of the training conducted offset the costs incurred for the same?
During this stage, try to find a balance between the most appropriate and the most cost effective training method. Ideally your chosen method will achieve your desired results and give you a return on your investment.
✔️Step 9: Evaluation of the Proposed Training
After conducting the training, you should definitely know whether the training worked. In fact the Training can be deemed effective only if it can be successfully used on the job.
These and many such questions that measure the training impact versus expected outcomes can be asked to evaluate training.
✔️Step 10: Implement your Training need assessment plan
After you have carefully evaluated your training needs, it is now time to put your plan to action. Create a thorough report that involves the objectives, methodology, findings, recommendations and further steps to carry out the training.
Source: http://www.assesshub.com/blog/a-10-step-guide-training-need-analysis-process/
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