Training needs analysis is not a compilation of employees' training wants. Neither is it simply talking to a few supervisors or circulating a memo to supervisors asking them to rank the courses listed.  To be effective, a training needs analysis has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective training needs analysis that ensures training is targeted at the right competencies, the right employees and is addressing a business need. In this training powerpoint, you will learn the meaning and importance of conducting a Training Needs Analysis, understand the key components of a training needs analysis, and acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis. LEARNING OBJECTIVES Understand the meaning and importance of conducting a Training Needs Analysis Gain knowledge on the components of a Training Needs Analysis Understand the common training and evaluation models Acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis CONTENTS ​ 1.  What Is Training Needs Analysis What is a Need? What is Training Needs Analysis? What Training Needs Analysis Is Not The ADDIE Model What is the Impact of a Poorly Designed Training Needs Analysis? Scope of Training Needs Analysis Classification of Training Needs 2.  Components of a Training Needs Analysis Components of a Training Needs Analysis Organizational Needs Analysis Task/Job Analysis Person Analysis The Causes & Outcomes of a Training Needs Analysis Key Concerns of Management and Trainers in Needs Analysis The Kirkpatrick Training Evaluation Model 3.  How to Conduct a Training Needs Analysis – the Nine-Step Process Nine Steps of Training Needs Analysis Step 1 - Determine Desired Outcomes Step 2 - Link Desired Outcomes with Employee Behavior Step 3 - Identify Trainable Competencies Step 4 - Evaluate Competencies & Determine Gaps Step 5 - Prioritize Training Needs Step 6 - Determine Training Method Step 7 - Conduct Cost-Benefit Analysis Step 8 - Report Analysis & Findings Step 9 - Plan for Training Evaluation Summary To download this presentation, visit: http://www.oeconsulting.com.sg

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© Operational Excellence Consulting. All rights reserved.
Training Needs Analysis

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Learning Objectives
1. Understand the meaning and importance of
conducting a Training Needs Analysis
2. Gain knowledge on the components of a
Training Needs Analysis
3. Understand the common training and
evaluation models
4. Acquire detailed knowledge on the nine-step
process for conducting a Training Needs
Analysis

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Contents
1. Introduction to Training Needs Analysis
2. Components of a Training Needs Analysis
3. How to Conduct a Training Needs Analysis –
the 9-Step Process
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“Ignorance of all things is
an evil neither terrible nor
excessive, nor yet the
greatest of all; but great
cleverness and much
learning, if they be
accompanied by bad
training, are a much
greater misfortune.”
~ Plato

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What is a Need?
Current Condition
Desired Condition
This gap between
current condition and
a desired condition is
called a need.

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What is Training Needs Analysis?
 A training needs analysis is a diagnostic process
to identify and understand gaps in learning and
performance and to determine future actions
 In the training needs analysis, the causes of
failure or non-performance are examined so as
to see whether inadequate or inappropriate
training was one of the reasons

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What is Training Needs Analysis?
 Sources of data, data collection and analysis
strategies can be combined to create a training
needs analysis
 A training needs analysis considers:
- Business needs
- Current competencies
- Training methods
- Cost
- Effectiveness

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What Training Needs Analysis IS NOT
 Educated guesses and intuition
 A compilation of employees’ training wants
 Circulating a memo asking supervisors to rank
the importance of the courses listed
 Reviewing a list of courses for department
sponsorship
 For performance gaps that can’t be improved by
training intervention, e.g. lack of motivation

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ADDIE Model is a systematic instructional
design model comprising five phases

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Why Conduct a Training Needs Analysis?
 A training needs analysis
ensures training is
targeting the right
competencies, the right
employees and is
addressing a business
need

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Components of a training needs analysis

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The causes and outcomes of a training needs
analysis

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Alignment of the TNA process to the Kirkpatrick Training
Evaluation Model ensures that training programs are
outcome focused Results
To what degree targeted outcomes
occur, as a results of the learning
event(s) and subsequent
reinforcement
Behavior
To what degree participants apply
what they learned during training
when they are back on the job
Learning
To what degree participants
acquire the intended knowledge,
skills and attitudes based on their
participation in the learning event
Reaction
To what degree participants react
favorably to the learning event
Level 1
Level 4
Level 3
Level 2
Source: Donald Kirkpatrick

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9 Steps of Training Needs Analysis
1. Determine Desired Outcomes
2. Link Desired Outcomes With Employee Behavior
3. Identify Trainable Competencies
4. Evaluate Competencies & Determine Gaps
5. Prioritize Training Needs
6. Determine Training Method
7. Conduct Cost-Benefit Analysis
8. Report Analysis & Findings
9. Plan for Training Evaluation

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Step 1: Determine Desired Outcomes
 Clarify goal of the
training and expected
business outcomes
 Training goal should be
aligned to a business
objective

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Step 2: Link Desired Outcomes With
Employee Behavior
Knowledge
Knowledge:
Only this portion is taught
in a classroom in “Off-JT”
manner.
Skill:
This portion must be taught
with actual problems and
situations “OJT” with
mentoring from capable
superiors. Skills usually
cannot be developed in a
classroom setting.
Knowledge
Understanding
Capability
Do Well
Can Do & Improve
Stages of Ability

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Step 4: Evaluate Competencies & Determine
Gaps
 Evaluate current competencies and identify
where there are performance gaps between
current ability and desired ability
Desired Ability
Current Ability
Performance
Gap

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Step 5: Prioritize Training Needs
 Together, the need and the importance will
facilitate you to identify training priorities
Low High
Need
Importance
LowHigh
Low Priority Medium Priority
High PriorityMedium Priority

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Step 7: Conduct Cost-Benefit Analysis
 Consider the costs
associated with the
training methods, the
extent to which the
training will address the
performance gap, and
the impact or benefit on
business

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About
Operational
Excellence Consulting

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About Operational Excellence
Consulting
 Operational Excellence Consulting is a management
training and consulting firm that assists organizations in
improving business performance and effectiveness.
 The firm’s mission is to create business value for
organizations through innovative operational excellence
management training and consulting solutions.
 OEC takes a unique “beyond the tools” approach to enable
clients develop internal capabilities and cultural
transformation to achieve sustainable world-class excellence
and competitive advantage. For more information, please visit
www.oeconsulting.com.sg

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