Becoming a trainer – training needs analysis

Aims and objectives

• Aim: to explore the training needs analysis stage of the training cycle

• By the end of this workshop, you should be able to:– describe the need for training needs

analysis – identify the different methods of TNA and

know how/when to put them into practice

The training cycle

Needs analysis

Deliver

Evaluate

Design

Training needs analysis – the

purpose

• To identify shortcomings in performance?

• To find out an individual’s training need?

• Knowledge, skills and attitude – the analysis of gaps in

knowledge and skills identifies what employees will need to

learn in order to be fully competent in the jobs they will be

doing now and in the future

Training needs analysis – why bother?

• Assessing individual training needs is important

because

– learners come from different backgrounds

– learners vary in their strengths and weaknesses

– some learners might need more help to cope

– it informs for future learning and training planning

– it enables staff to develop and achieve personal

and career goals

Training needs analysis

• Three levels:

– Organisational – general need or area for development – aim is to understand

the amount & types of learning that will be needed to ensure all employees have

the right knowledge, skills & attitude to perform their job

– Occupational/Departmental – skills for particular jobs – new and changed jobs,

re-organisation and change

– Individual – skills required within the other two areas. This is often carried out at

appraisal. Needs may cover enhancing skills to improve performance to deal

with forthcoming changes, or developmental needs that will enable the individual

to progress their career

Key steps in conducting a needs analysis

1. identifying the gaps between current and desirable

practice and selecting areas that need to be addressed.

2. analysing the gaps and determining what is causing them

3. identifying ways of satisfying these needs. This could

range from providing a resource, or ensuring a trainee

gets exposure to a particular patient, through to a formal

training session.

How do you identify needs?

• Appraisals• Interviews• Mistakes/problems• Introduction of new systems• Psychological assessment • Direct observation• Job analysis• Auditing• Analysis of records • Questionnaires• Focus groups

Next steps

• Feedback – formal report (to senior management) or part of planning process

• Prioritising needs• Learning or training plans• Formal training or further study• Informal training• PDPs

Aims and objectives

• Aim: to explore the training needs analysis stage of the training cycle

• By the end of this workshop, you should be able to:– describe the need for training needs

analysis – identify the different methods of TNA and

know how/when to put them into practice

Further reading/Resources

• Learning theories - Theory into Practice database – www.gwu.edu/~tip/

• European Learning Styles Information Network – www.elsinnet.com

• Training needs analysis – Boydell T. & Leary M. (1996) Identifying Training Needs, CIPD