Completing a Training Needs Analysis will set you on the path to growth

Completing a Training Needs Analysis will set you on the path to growth

Workplan walks you through what a Training Needs Analysis is and how to conduct one.

Training is an essential part of improving your business. But it’s often hard to know where to start especially if you don’t know what your employees’ skill levels are. This blog takes you through the importance of a Training Needs Analysis and how it can help you set your business on the path to growth.

What is a Training Needs Analysis

A Training Needs Analysis (TNA) is a process in which a business undertakes an audit of its current employees’ skills, knowledge, and abilities to then identify what sort of training is needed for its employees. It takes into account various factors such as departments and seniority of employees.

The ultimate purpose of a TNA is to know what type of training to conduct to help further your employees’ professional development and productivity. It should take into account your employees’ knowledge level, skill level, and abilities.

  • Knowledge relates to knowledge within the field, the industry, or business procedures, best practices, code of conduct, etc.
  • Skill level can cover hard and soft skills and can cover any new skills relating to unfamiliar techniques.
  • Abilities refer to your employees’ ability to work essentially work independently. This can be problem-solving, risk management, objective setting, etc.

How do you conduct a Training Needs Analysis

There are a few things you should do in order to conduct a Training Needs Analysis.

1. Make a list of your employees

Make a list of your employees, their department and area of expertise. It will be easier to identify the overall skills of each department than trying to identify the skills of individual employees first. After you’ve identified the overall skills, you can go and identify individual skills, knowledge and abilities.

You can do this by conducting interviews, multi-choice exams, casual observations, or by assessing their work.

2. Compare your employees’ current skills with expected skill levels

Expected skill and knowledge levels, and abilities should align with your business’s goals and strategies.

Comparing current skills with expected skills will let you see who is meeting expectations in professional development and who needs improvement.

3. Identify and fill gaps

After comparing, you can then identify the gaps and fill it with appropriate and relevant training.

ALSO READ: 4 ways you can use WorkPlan eLearning Collaborative LMS to level up your Training

How WorkPlan Learning can help

WorkPlan Learning is a collaborative LMS that keeps all your business’s training content in one place, making professional development easily accessible to all your employees. The collaborative capabilities of WorkPlan Learning allow your employees to keep on top of their professional development by giving them room to give feedback and raise any gaps in knowledge.

Contact us to try our free demo.

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