How to identify training needs
- 1 Review your business objectives and identify critical activities.
- 2 Set measurable performance standards, for example, measures of production efficiency or marketing success.
- 3 Monitor performance to identify problem areas.
- 4 Get feedback from customers, suppliers and other key business partners; consider using interviews or surveys in areas such as customer satisfaction.
- 5 Ask employees to raise concerns and make suggestions; include discussion of training needs in employee performance management.
- 6 Identify any dependencies, for example, where only one employee has crucial skills or knowledge.
- 7 Review any legal requirements such as health and safety training.
- 8 Review any changes you plan or expect (eg new products, procedures or technologies); identify potential weaknesses and problems.
- 9 Consider how employees' roles may change: for example, your plans to promote individuals and to develop new employees.
- 10 Prioritise problem areas or areas of weakness.
- 11 Consider how improving systems or equipment could contribute to resolving problems.
- 12 Consider whether poor performance reflects bad management, for example, a failure to agree clear objectives and motivate employees.
- 13 Consider whether you have unrealistic expectations given the calibre or number of employees, and if you need to recruit new talent or reassign roles.
- 14 Consider whether training will be an effective solution; assess employees' willingness to learn, and preferred learning style.
- 15 Identify training options; set clear objectives for training activities.
- 16 Implement a pilot training scheme and review the outcome before rolling the programme out.
- 17 Regularly review the outcome of training to identify further training needs and to assess the effectiveness of your training-needs analysis.
- focus on critical activities
- anticipate change
- analyse the causes of poor performance
- identify alternatives to training
- review outcomes
- assume different employees have the same needs
- expect employees to achieve unrealistic goals, with or without training
- ignore other factors contributing to poor performance
- organise training without clear objectives
- impose inappropriate training on unwilling employees