When a company recognizes a need to train employees, the organization must evaluate how to best use its time and budget. A training needs assessment can help you decide on training topics and methods to improve productivity for your teams. In this article, we share a series of questions you can use to assess the training needs of your organization.
How to Conduct a Needs Analysis
How has training been handled in the past?
Previous training sessions can be a good indication of how to proceed in future instruction. Discuss prior assessments with HR employees to decide if you can implement any changes to make your training session more effective.
Consider reviewing feedback from employees after the training. If you dont yet have a system for obtaining feedback, you may want to put one in place. Some options include a printed or digital survey with specific questions or rating scales. You can also include a section for open responses from your employees.
1 Is there a system to train new employees?
One ongoing training need is usually the onboarding of new employees. Once you figure out your initial training system, its important to continually assess the process after a predetermined period of time. You may also want to consider how you will educate new employees who missed an important training session. Digital training models can be a solution for access to previous development topics.
Are there new or recently changed procedures that need additional instruction?
If something about how you do business has changed, training may be needed to make sure all employees understand the new system. It may even be helpful to schedule training before the change if you know about it ahead of time. Be prepared to schedule additional retraining if employees find the transition challenging.
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What You Should Ask During Training Needs Analysis
When it comes time for a training needs analysis, it’s important to map out all the steps properly to ensure you are following the process to the best of your abilities and achieving the best results. How To Conduct An Effective Training Needs Analysis: A Step-By-Step Guide For Instructional Designers Discover hints and tips on how to conduct the best training needs analysis for your company.
Here are the 7 main questions you should be asking yourself to ensure you are getting the most out of your training needs analysis.
What Are Your Company’s Goals For The Year?
The first stage of any training needs analysis process is to sit down and think about the company goals for the year that you want to achieve to drive success in your business as a whole.
You may already have set your company’s goals, or this may be something that you integrate into your training needs analysis process, but either way, it’s important to ensure this is always the foundation of the whole process.
Your goals should be SMART goals and ones that will help your business grow and achieve more success over the coming year. Therefore, you will want to create them in conjunction with your wider management team, as well as management from individual departments, to ensure the needs of the entire business are covered.
What are good questions for a needs assessment?
- What Are Your Company’s Goals For The Year? …
- What Needs To Change In Your Company To Meet These Goals? …
- What Skills Do Your Staff Need? …
- What Skills Do Your Staff Currently Have? …
- What Knowledge Gaps Exist Within Your Team?
What is an example of a needs assessment?
How do you explain a needs assessment?