TRaining needs analysis
Training Needs Analysis is based on a formal evaluation of current staff skills, motivations, knowledge and attitudes, and thereby filling in any grey areas. This analysis helps senior management decide what training and guidance is required by individuals, teams and the entire organization.
At the TNA stage, we first establish the tell tale signs that training intervention is necessary – signs such as Customer dissatisfaction, Disorganization and confusion, Low morale, Low sales, High waste, Low productivity to name a few.
A well conducted TNA assists the companies visions, missions, strategies and goals to be translated into day-to-day operations. It will clarify the following:
At QSI, our training needs analysis uses among others, the ICE method –
Isolation - Isolating the problem effectively will help the management to determine whether there is one main issue, or whether several smaller issues are having a significant impact. Several techniques are available in this process, and each has its own benefits and shortcomings. Sometimes a mixed approach is best if time and resources are available, in order for you to get the most comprehensive answer.
Consultation – Training which doesn’t support the needs of the organization is not worth spending time and money on. If the management can identify the problem areas, relate them to the organizational strategic plan, and demonstrate the value of training to the organization (their return on investment, or ROI), then you are much more likely to receive support for the training initiative.
Evaluation - Depending on the needs identified, you will also determine the best methods of training to use and include that in your training needs analysis. Adults learn in different ways, and using a variety of training methods keeps learners engaged and interested. On the job training, mentoring, workshops, seminars, conferences, peer training groups, cross functional experiences, teleconferencing, and webinars are just some of the ways to enhance traditional classroom experiences. In addition, varying the time allocated or location can also enhance training. Effective instructional design is a key skill for trainers to develop.
At the TNA stage, we first establish the tell tale signs that training intervention is necessary – signs such as Customer dissatisfaction, Disorganization and confusion, Low morale, Low sales, High waste, Low productivity to name a few.
A well conducted TNA assists the companies visions, missions, strategies and goals to be translated into day-to-day operations. It will clarify the following:
- The objectives of the organization
- Gaps between what employees currently know and what they need to learn
- Training that is required
- Training that would be nice to have
- When training may not be needed, or is not the right approach
- The benefits and negative aspects of providing training
- The type of training that is appropriate
- The best approaches to deliver effective training
- A method for collecting feedback and evaluating the program
At QSI, our training needs analysis uses among others, the ICE method –
Isolation - Isolating the problem effectively will help the management to determine whether there is one main issue, or whether several smaller issues are having a significant impact. Several techniques are available in this process, and each has its own benefits and shortcomings. Sometimes a mixed approach is best if time and resources are available, in order for you to get the most comprehensive answer.
Consultation – Training which doesn’t support the needs of the organization is not worth spending time and money on. If the management can identify the problem areas, relate them to the organizational strategic plan, and demonstrate the value of training to the organization (their return on investment, or ROI), then you are much more likely to receive support for the training initiative.
Evaluation - Depending on the needs identified, you will also determine the best methods of training to use and include that in your training needs analysis. Adults learn in different ways, and using a variety of training methods keeps learners engaged and interested. On the job training, mentoring, workshops, seminars, conferences, peer training groups, cross functional experiences, teleconferencing, and webinars are just some of the ways to enhance traditional classroom experiences. In addition, varying the time allocated or location can also enhance training. Effective instructional design is a key skill for trainers to develop.
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