DG Consulting

Training Need Analysis

Choosing the correct training solution, or even to determine if training is the solution for your business, is not a simple process. Should you focus on e-learning, instructor-led courses, distance learning or short-term intensive training —or should you choose a mixture of these offerings? Does training need to be customized to your company’s specific needs? A training needs analysis can help you clarify the project’s goals and evaluate possible solutions. This phase allows project leaders, subject matter experts, and training specialists to evaluate the situation and make informed decisions. Our Training Need Analysis can help you analyze your needs and select the best training solution.

The Analysis will focus on the following dimensions:

An analysis of the business needs or other reasons the training is desired. The important questions being answered by this analysis are who decided that training should be conducted, why a training program is seen as the recommended solution to a business problem, what the history of the organization has been with regard to employee training and other management interventions.

Analysis of potential participants and instructors involved in the process. The important questions being answered by this analysis are who will receive the training and their level of existing knowledge on the subject, what is their learning style, and who will conduct the training.

Analysis of the job, and the tasks performed to handle the job. This is an analysis of the job and the requirements for performing the work. Also known as a task analysis or job analysis, this analysis seeks to specify the main duties and skill level required. This helps ensure that the training which is developed will include relevant links to the content of the job. This also results in creating Job Descriptions which are very valuable documents for the organizations and these can be used in future selections of people to handle these jobs.

Analysis of documents, laws, procedures governing the job. This analysis answers questions about what knowledge or information is used on this job. This information comes from manuals, documents, or regulations. It is important that the content of the training does not conflict or contradict job requirements. An experienced worker can assist (as a subject matter expert) in determining the appropriate content.

Analysis of whether training is the desired solution. Training is one of several solutions to employment problems. However, it may not always be the best solution. It is important to determine if training will be effective in its usage.

Analysis of the return on investment (ROI) of training. Effective training results in a return of value to the organization that is greater than the initial investment to produce or administer the training. Cost benefit is analysed.