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How to conduct a training needs analysis

Maria Naylor from TFPL Learning explains the six steps to conducting a training needs analysis.

The transcript of the video is below:

Training needs analysis is used to identify new knowledge, skills and attitudes individuals, teams or departments require to meet their own and their organisations development needs.

So here are six simple waysto identify potential skill gaps:

1. List the roles within your team or department
To start with you need a list of the role types within your team or department. You want to simplify the process by grouping together similar roles, for example both a “Customer Service Officer” and “Customer Service Representative” would almost certainly require a very similar skill set.

2. List the skills needed for each role
Now that you’ve created a list of role types, the next step is to list the skills needed for each of these roles. What do the skills look like you may ask? They could be behavioural like “Listens to customer needs carefully to determine requirements” or they could be more Function Specific.

3. Create a survey
It’s ideal if you can find out all of the relevant skills a person has, not just those required for their current role. To do this, create a survey that makes it easy for people to respond. This essentially means you need to keep it short and to the point.

Survey Monkey is a great tool to do this as it will collate all the responses and help analyse the data.

4. Survey your workforce
With the survey designed, you are now ready to ask your workforce to respond to it. let them evaluate the current skill levels of their peers and estimate the skill level their group must reach in order to be successful. An added advantage of this inclusive approach is that it heightens employees’ awareness of their learning needs and helps break down any resistance to learning new skills.

5. Compile the results
If you can avoid it, don’t do this manually – there are plenty of free survey tools out there to choose from.

The results need to be compiled in two ways. For each person, you need to know what skills they have. For each skill, you need to know which people have it.

6. Analyse the data
You can now reap the rewards of your skills audit process. You can analyse:

•    The skill gaps in specific roles
•    Skill gaps within organisational groups
•    Potential successors for certain roles
•    The number of people who have critical skills
•    Future skill requirements

TFPL Suehill
Sue Hill Recruitment and TFPL Limited are part of the Progility Group