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Performing a training needs analysis is the first step in the training process and is critical for a
successful program. The purpose of a needs analysis is to determine that training is the best
solution and identify what training is needed to fill the skill gap. This step is often disregarded for
reasons such as time constraints or lack of perceived value by management. However, skipping
the training needs analysis can cause major problems. Time, resources and dollars may be wasted
on training that was unnecessary or ineffective.
Performing a training needs analysis is most appropriate when training is requested for a
performance issue, when new information systems or business processes are introduced, and
when your organization mandates training.
The analysis process can be as detailed or as simple as the situation requires. For details on the
various needs analysis types, please view our Needs Analysis Study Types diagram. The type of
needs analysis you use should ultimately be based on your goal, however, you should consider
other factors such as time, available resources, money, etc. Regardless of the complexity of your
analysis, there are six steps fundamental to all effective training needs analysis.
Although conducting a step-by-step training needs analysis is recommended, the reality is that
time and resources are not always available for this type of effort. In these situations, don’t simply
write off the analysis completely – do the best you can with what you have. Try to, at least:
Keep in mind – good training doesn’t just happen. It is the result of much preparation and
forethought.
To find out how we can help you kick off your training programs with a needs analysis, please call
us at 800.876-5010 x222 or send us an email at info@itsinc-us.com.
Liebler, Seth; Parkman, Ann; & VanKampen, Karen. “How to Conduct a Needs Assessment that
Gets Results.” The Center for Effective Performance, Inc. 2002.
<http://www.cepworldwide.com/newsletter/newsletter_issue_2_3.html> (10/14/04)