conduct of training needs analysis

aims

To work in partnership with a project team or training function to define training needs and recommend effective solutions that help the organisation meet its objectives.

our approach

We apply a 7-step process to conducting training needs analysis:

1. understand the overall business goal
2. develop process for conducting the needs analysis (eg face-to-face, focus groups, e-enabled surveys, feedback and reporting mechanism)
3. understand related initiatives (eg new systems, new processes, new roles)
4. identify desired learning outcomes (organisation, department & individual)
5. identify current abilities (knowledge, skills, attitudes for the organisation, department & individual)
6. understand constraining factors (eg resources, timing, culture, learning styles)
7. develop and report on recommended solutions including:

• overall approach to the training
• high level course/module outlines and learning objectives
• participant population and groups
• costings for recommended approach and options
• action plan for achieving stakeholder support
• critical success factors (eg integration with the wider project, access to model office, availability of system and job specifications, linkage with help desk)
• the requirement for specialist and ad-hoc training
• high level plans to identify and recruit the training design and delivery teams and put training resources in place