A summary of 90 responses to “Training Needs Analysis: To Skip or Not to Skip?”

A summary of 90 responses to “Training Needs Analysis: To Skip or Not to Skip?”

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.

The entire compilation runs into 21 pages. Click here to download.

RK Prasad


  • Stuart Brown

    I once heard “while employers fear employees will leave an organisation after receiving training, there is nothing worse than not providing training and an employer staying for a lifetime”.

    I find this to be very true! Training is critical in extending capabilities and becoming more effective.

  • Stuart Brown

    Ooops, I of course mean “employee staying for a lifetime!”

Training Challenges and E-learning Solutions Summit 2018