This training needs analysis article is based upon a publication in the Jossey-Bass/Pfeiffer Training Annual.

We provide training needs analysis that utilise competence studies. Why? Because in our experience competence studies provide the most accurate training needs analysis results. However there are other valuable sources of information relating to training needs analysis and that is why we also utilise HRD consultants who have in-depth experience of Human Resource Development and a range of HRD consultancy services.

This article examines six areas associated with the consultancy aspect of training needs analysis and provides guidance on how to use them through scenarios and checklists. To achieve effective training needs analysis we would encourage you to approach training needs analysis that considers the organisational context of the training requirement, users of the training, the content of the documentation used in the training, the suitability of training to resolve the identified organisation / performance problems / needs and, lastly, readers are encouraged to conduct a cost-benefit analysis of the proposed training.

Question: What kind of data pops up when you use an Internet search engine to look up the words training needs analysis ?

Answer: A mishmash, with a good dose of information about competency studies.

As a training needs analysis tool competency studies provide useful data about individual group members. Competency studies fill the role of focusing training needs analysis on employee performance and therefore provide the collaborative evidence for performance appraisal. With group statistics they produce training needs analysis from a cross sectional / functional / level perspective, thus providing direction for departmental / organisational generic training. Finally competency studies can feed personal development plans and supporting mentoring systems. Using competency studies particularly when conducted by outside agents adds considerable credibility to the training needs analysis process and results in a consensus about current skill levels and areas identified for improvement.

Competency studies should be in every training needs analysis tool box. However, if the only tool one has is a hammer, everything is a nail. Therefore we also provide capability and psychometric assessment studies. But it doesn't end there. One goal of this article is to identify other key contributors to training needs analysis.

Taking stock - What is training needs analysis?

One could say that training needs analysis is a process of gathering and interpreting data for identifying areas for personal and organisational performance improvement. The challenge is to obtain complete and accurate training needs analysis data. This amounts to answering who, what, when, where and why as well as how.

Competency studies analyses and describes work performed deal with the 'what' of the five training needs analysis W's. They do not collect a significant amount of data on who (trainers involved in the process), why (the reasons for training), nor when/where (or indeed whether training is the solution). In addition, competency studies miss an element of "what" (the documents, laws, procedures, equipment and other tools used on the job).

A thorough training needs analysis exercise comprises six types of analyses. These are a context training needs analysis of the business needs; a user training needs analysis dealing with potential participants and trainers involved in the process; a work training needs analysis of the tasks being performed; a content training needs analysis of documents, laws, procedures used on the job; a suitability training needs analysis of whether training is the solution; and a cost-benefit training needs analysis of the return on investment (ROI) of training.