It’s common for businesses to have an in-house training programme to allow their employees to meet new industry requirements, enjoy personal development, or as assistance to meet KPIs. So, what can a training procedure provide your business with? We take a look in this guide, along with how you can go about implementing it.
What is training needs analysis?
It’s when you investigate and identify gaps in your workforce’s training and the requirements you need to address. Sometimes it’s called TNA for short. Once you’re aware of what you’re missing out on, you can outline and then implement your learning and development strategies.
How to conduct a training needs analysis
How do you go about the process, then? Well, here’s a training needs analysis example to help you understand a sound business structure to follow. You can consider this as a training needs analysis template to get you up and running with the right process.
- Lay out what you want to achieve: You should analyse why you need to perform effective training. What is your business currently lacking? This may be because you want to focus on meeting company goals, getting positive results, ensuring you don’t waste time, and extracting the most from your employees.
- Establish staff involvement: Which of your managers will need time and resources to perform the analysis? You’ll have to organise accordingly for the right employees (such as managers) to understand what needs to happen in each department.
- Think of achievable skills: What would you like your employees to learn? What will be a significant boost to your business? Considering what your business needs is an essential part of the analysis process.
- Set priorities for your training: Set a calendar and see where the varying training sessions can fit into your schedule.
Do remember that you may need alternative approaches due to the nature of your business or overall requirements. So carefully consider the full extent of your training commitments, time, resources, and what you’re trying to achieve. That sets a solid foundation for your training needs analysis process.
How a questionnaire can help
You can use training needs analysis questions with your managers to assist with the above process. You can break down the questioning into various groups. We highlight these below, and in each section you can get a good idea of the type of questions you should ask. Remember, as a sample training needs analysis questionnaire, it’s an overview of what you need to provide. You should be more thorough in your questions to gain a complete understanding of your training requirements. The idea is you hand this to your managers and they’ll perform an honest self-assessment:
- Managing and leading.
- Is an excellent team leader?
- Do they provide clear directions?
- Delegates tasks properly to others?
- Motivates employees?
- Employee effectiveness.
- Has the knowledge to understand the needs of the job?
- Reviews their performance honestly?
- Meets KPIs?
- Makes the most of resources?
- Manages their time appropriately?
- Communication requirements.
- Has an open line of communication across their team?
- Understands staff requirements?
- Updates employees regularly?
- Presents information in a clear manner?
- Displays emotional intelligence during communication?
- Workforce development.
- Believes in personal development?
- Looks for ways to improve current performance?
- Creates an environment of development?
- Supports others?
- Decision making.
- Makes the right choices at the right time?
- Doesn’t show a lack of decisiveness?
- Makes tough decisions?
- Considers the advantages and disadvantages?
- Customer focus.
- Understands the business and its audience?
- Puts customers first?
- Looks to improve customer service?
These questions can determine the learning needs analysis process you’ll have to take with your training.
Need our help?
If you’d like to put together a training plan, you can get in touch with us for help with your employee development goals: 0808 198 7935.