Training needs assessment is a critical activity for the training and development function. Whether you are a human resource generalist or a specialist, you should be adept at performing a training needs assessment

This program will begin with an overview of the training and development function and how the needs assessment fits into this process, followed by an in-depth look at the core concepts and steps involved in conducting a training needs assessment

• Understand Organization Business Process
  • Organization its goals and objectives
  • Jobs and related tasks that need to be learned
  • Competencies and skills that are need to perform the job
  • Individuals who are to be trained
• Understand Gaps, discrepancies/differences between
  • What organization expects to happen and what actually happening
  • Current and desired job performance
  • Existing and desired competencies and skills

• Context Analysis
  • Analysis of business needs or other reasons the training is desired.
  • Who should decided for training requirements and why a training program should be recommended as a solution to a business problem
  • Procedures with regard to employee training and other management interventions – record and requirements
• User Analysis.
  • Analysis dealing with potential participants and instructors involved in the process.
  • Who should receive training and their level of existing knowledge on the subject?
• Work analysis.
  • Training requirements for performing the work
  • Analysis procedures to helps ensure that the training which is developed will include relevant links to the content of the job
• Content Analysis
  • Importance of content of the training so that it does not conflict or contradict job requirements
• Training Suitability Analysis.
  • Analysis of whether training is the desired solution.
  • How to determine if training will be effective in its usage?
• Cost-Benefit Analysis
  • Analysis of the return on investment (ROI) of training
• How to apply basic Needs Assessment techniques
• Direct observation
• Questionnaires
• Consultation with persons in key positions, and/or with specific knowledge
• Review of relevant literature
• Interviews
• Focus groups
• Tests
• Records & report studies
• Work samples
• Checklist for Training Needs Analysis