Training Needs Analysis Workshop

2 Days
8 Modules

OVERVIEW

Training needs analysis allows you to directly link the skills needed within the organization with your current skill level of our work-force.

This course equips you with the skills required to carry out a training needs analysis. You will be able to make recommendations and implement findings to ensure a good return on your training investment.

LEARNING OUTCOME

After this training needs analysis training course, delegates will be able to:

Prepare a plan for the identification of current and future training needs.
Select and use information-gathering techniques effectively.
Analyze the information to prioritize training needs.
Produce a training plan showing solutions, priorities and benefit projections that generates desired ROIs.

LEARNING METHODOLOGIES

Interactive presentations and practical exercises are a dynamic methodology that combines engaging content delivery with active participation.
Use of multimedia elements, discussions, and hands-on activities to foster audience interaction, promote knowledge retention.
Enhance learning outcomes, this approach encourages collaboration and ensures a more impactful and engaging learning experience.

DAY 1

PART 1: APPROACHES TO IDENTIFYING LEARNING NEEDS

Module 1: Identifying Training Needs in Your Organization
- Identifying training needs in a business-driven context
- Linking to corporate vision, strategy, and organizational objectives
- Identifying training needs revealed by business performance shortfall.

Module 2: The Systematic Model for Training Needs Analysis
- Understanding the stages of the systematic training needs analysis model;
- Traditional vs competency-based standards
- Identifying residual, present, and future training needs & standards

PART 2: JOB PERFORMANCE REQUIREMENTS

Module 3: Collecting and Analyzing of Information
- Gather pertinent information requirements for specific job competencies:
- Find out reliable sources of information
- Utilize and adapt survey instruments, questionnaires, interviews, observation.
- Job analysis
- Job description
- Identifying Tasks
- Key results areas
- Task Analysis

PART 3: BEHAVIOR ANALYSIS

Module 4: Behavior analysis
- Categories of ability
- Key learning indicators

DAY 2

PART 4: TRAINING SOLUTIONS * & ROI

Module 5: Developing Solutions
- Appropriate training interventions
- Producing the initial action plan
- Determining priorities
- Identifying ‘achievement windows'
- Defining costs, success criteria, and benefits
- Obtaining evidence

Module 6: Performance Appraisal Scheme
- Employee self-evaluation as self-reflection on job performance and achievement
- 360-degree appraisal
- Feedback from different stakeholders including line manager, peers, subordinates or direct reports (if applicable), clients, customers, or third-party partnerships.
- Manager performance appraisal
- It comprises tasks like goal setting, progress tracking, quantitative employee rating, one-on-one discussions, and more.
- Rewards and recognition program as the talent management process
- Performance improvement plan
- Taking steps to trigger a skill-specific performance improvement plan right after the evaluation phase

Module 7: Preparing Reports
- Structuring written reports and presentations on training needs and priorities
- Writing behavioral objectives
- Using persuasive techniques and follow-up activities to support recommendations

Module 8: Calculating Return on Investment (ROI)
- Techniques of measuring your ROI
- Using ROIs to pitch your proposals

Managers and Heads of Department
Training professionals, HR professionals, responsible for identifying, planning and scheduling departments and corporate-wide training.
Training and HR professionals making decisions on training programs; should we buy or develop?
Individuals responsible for budgeting, forecasting, or justifying training costs.

This course includes