IT Training

Training Success Depends on Pre-Training Needs Analysis

‘Training Needs Analysis’ is as important as the training itself. Prior to developing a training plan and starting the process of finding a trainer and venue, higher management and L & D professionals must perform a thorough ‘Pre-Training Needs Analysis’. It ensures that the right training is provided to the right employees and results in better work productivity. Lack of systematic ‘Pre-Training Needs Analysis’ leads to wrong participants, wrong training method, and wrong topics resulting in:

  • waste of time
  • waste of money
  • waste of effort
  • does not contribute to the organization growth in any way.
It is a great idea to incorporate training as part of an organization culture as it motivates employees and helps organization perform faster and more efficiently. Training culture is a great competitive advantage for any organization, however, without a proper ‘Pre-Training Needs Analysis’, the budget and intention can work out to be a disaster.Benefits of ‘Training needs Analysis:
  1. Training Needs Analysis identifies the performance gaps.
  2. It helps in establishing which training will address the problem at core and hone the skills of the employees.
  3. Determines best training methods to bring maximum benefit to the employees as well as the organization.
  4. Enriches the competency and the capabilities of the workforce for competitive advantage.
  5. Measures accurately the relationship between training and job performance.
There are different levels at which ‘Pre-training needs Analysis’ is performed:
  1. Organization Analysis: This involves analysis of organizational goals, strategies, and processes. Thorough analysis is done to understand the tools and operational procedures of the organization. This answers the question as what is the main goal of the company and the steps taken to achieve it.
  2. Performance Analysis: Employees’ performance is assessed against certain standard key metrics. It is verified if the performance is below the expected standard and if certain training will improve it. Skill gap is identified and training requirement is determined.
  3. Training Sustainability Analysis: Sustaining the training outcome is the most important element. It is determined if the problems at hand can only be resolved via training or is there any other more suitable method.
  4. Cost-benefit Analysis: Return on Training Investment (ROTI) is measured through historical data. Budget is set for the training ensuring that the initial investments measure up to the benefits of training.
Pre-Training needs Analysis is the first step whenever the organization identifies the need for employee training. Be it technical training or soft skills/ leadership training, analysis must be performed to ensure optimum utilization of resources and maximized benefit.Training Needs Analysis should be performed by L & D professionals with experience in assisting clients in conducting successful training. It is a critical part of the training process and must be done using appropriate methods and tools. It involves monitoring performance and keen observation as well as study of historical and present data of the company statistics.Analysis is the Critical Starting Point of Strategic Thinking. – Kenichi Ohmae

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