There is little point in teaching people what they already know. In business, it is not only a waste of scarce resources, but it also lowers employee morale. A training needs analysis is an important first step toward the development of the training plan because it helps to identify real training needs. And, some businesses don't adequately differentiate between training wants and needs.
Training Gaps
A training need is a gap between what the skill or knowledge level is and what it should be for employees to carry out their work competently. A good needs analysis is able to distinguish between training wants and needs by identifying gaps between current levels of skill and knowledge and the levels of skills and knowledge needed to reach organizational goals.
Training Needs Analysis
This type of analysis also gathers information about the training's target audience and trainees' learning styles so that appropriate strategies for training can be selected. The frequency with which you should conduct training needs analyses depends on a number of factors including the size of the organization, the changing demands faced by the organization or industry, and the competitive or financial pressures that it faces.
Often it is useful to run training needs analyses concurrently with, or immediately after, strategic planning cycles. Alternatively, organizations may need to carry out these analyses annually or on an ad hoc basis when the need arises.
Training Situations
Training needs assessments can be instigated in response to a variety of situations. Example - Automotive assembly plant For example, new equipment is being installed at an automotive assembly plant. Employees need to learn how to use this equipment and to follow new processes associated with the equipment.
Additionally, the quality standards for the industry have recently been updated and the assembly plant employees need to incorporate new work processes. These two situations call for a training needs assessment.
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