Learning design principles tell us that the first step to starting any training program is training needs analysis. Therefore, prior to developing eLearning courses, it is essential to take stock of the training needs that the courses are expected to address. This helps to develop the right courses that bridge performance gap and ensure expected standards in output.
Training departments have become learning and development departments and training managers have now become L&D professionals. It is no longer adequate for training managers to merely plan scheduled training programs for employees. Their role has become more broad-based with employee. The role of L&D professionals has become more broad-based as they see their efforts towards employee development as a means of encouraging talent retention. The focus has shifted to earning employee commitment by facilitating their growth and development. Let’s see how L&D professionals can help in the employee learning process.
In the previous blog talking about traditional training solutions, I explored some reasons for why traditional training solutions don’t work anymore. This blog is a continuation of that list.
Most respondents agreed to the importance of ‘Training Needs Analysis’.
Some of the ‘cut’ diamonds (according to me):
- It should happen every time – if we don’t research the training request there is an increased chance that we’ll miss an opportunity to address the root cause and almost certainly fail to add value in the training.
- Training should be an investment, not a cost, and if I buy stock as an investment would I not also do research to find out which investment gives me the most bang for my buck? In my opinion TNA does exactly the same thing.
- Some level of needs analysis is necessary to validate the purpose and expected value of any training that is to be delivered.
- Training Gap Analysis as part of that process allows us to address inadequacies in the development solution.
- It is best not to skip the Needs Analysis.
- Training need analysis is the essence of the entire training process. If we skip TNA, then we wouldn’t be able to comprehend that what are the skills and competencies the employees lack and consequently there can be a huge performance gap.
- It “helps us gauge the skill gap, employee competency gap and other additional training requirements”.
- It is unrealistic to expect a training initiative to effectively address the talent development needs of an organization without conducting a relevant needs analysis.
- It cost more to NOT do a needs analysis in the long run however the old business adage for us anyway seems to still be holding true “there is never time to do it right in the first place but always time to do it over…”
- To skip Needs Analysis means you will ultimately pay for this by spending more time on development.
- Conducting a training without a needs analysis is like carrying out a research without defining the research problem.
- It is not necessary to do analysis for everything because we cannot afford it. But, learner analysis and performance analysis are still essential.
- It is not only crucial to execute needs analysis at the beginning of a training project, but that it should be done on a continual basis.
- It depends on what kind of training.
- Directly and indirectly, the analysis may simply involve identifying what it is you really need to know to define and characterize a quick-moving target in a fast-changing environment.
- A thorough training needs analysis is ideal when designing a blended programme.
- It is important to strike a good balance between doing TNA and replacing TNA with educated guesses and intuition when necessary.