Need Analysis Is The First Step in The Training Process To Determine

Introduction
The training needs assessment is a critical activity for

the training and development function. Whether you
are a human resource generalist or a specialist, you
should be adept at performing a training needs
assessment.
Meaning
Need is a requirement or necessity.
Training needs analysis is the breakdown of an identified need to
determine its bases and causes as well as the relationship among
identified needs.
Needs assessment means the identification and prioritization of
training requirements (Roger, 1994).
The timely and precise identification of training needs starts with the
determination of knowledge, and skill essential for maximum
effectiveness in an organization’s position (Stockard, 1997. p. 33).
Need analysis is the first step in the training process to determine
who requires training, what kind of training is required and why a
particular training is required.
Background
Designing a training and development program
involves a sequence of steps that can be grouped into
five phases: needs assessment, instructional
objectives, design, implementation and evaluation. To
be effective and efficient, all training programs must
start with a needs assessment. Long before any actual
training occurs, the training manager must determine:
who, what, when, where, why and how of training. To
do this, the training manager must analyze as much
information as possible about the following:
• Organization and its goals and objectives.
• Jobs and related tasks that need to be learned.
• Competencies and skills that are need to perform the

job.
• Individuals who are to be trained.

Overview of Training and Development
The first step in designing a training and development
program is to conduct a needs assessment. The
assessment begins with a "need" which can be
identified in several ways but is generally described as
a gap between what is currently in place and what is
needed, now and in the future. Gaps can include
discrepancies/differences between:
• What the organization expects to happen and what

actually happen.
• Current and desired job performance.
• Existing and desired competencies and skills.
A needs assessment can also be used to assist with:
• Competencies and performance of work teams.
• Problem solving or productivity issues.

• The need to prepare for and respond to future
changes in the organization or job duties.
The results of the needs assessment allow the training

manager to set the training objectives by answering
two very basic questions: who, if anyone, needs
training and what training is needed. Sometimes
training is not the solution. Some performance gaps
can be reduced or eliminated through other
management solutions such as communicating
expectations, providing a supportive work
environment, arranging consequences, removing
obstacles and checking job fit.
Once the needs assessment is completed and training
objectives are clearly identified, the design phase of
the training and development process is initiated:
• Select the internal or external person or resource to

design and develop the training.
• Select and design the program content.

• Select the techniques used to facilitate learning
(lecture, role play, simulation, etc.).
• Select the appropriate setting (on the job, classroom,

etc.).
• Select the materials to be used in delivering the

training (work books, videos, etc.).
• Identify and train instructors (if internal).
After completing the design phase, the training is

ready for implementation:
• Schedule classes, facilities and participants.
• Schedule instructors to teach.
• Prepare materials and deliver them to scheduled

locations.
• Conduct the training.
The final phase in the training and development

program is evaluation of the program to determine
whether the training objectives were met. The
evaluation process includes determining participant
reaction to the training program, how much
participants learned and how well the participants
transfer the training back on the job. The information
gathered from the training evaluation is then included
in the next cycle of training needs assessment. It is
important to note that the training needs assessment,
training objectives; design, implementation and
evaluation process is a continual process for the
organization.
Needs Assessment
There are three levels of needs assessment: organizational analysis,
task analysis and individual analysis.
Organizational analysis looks at the effectiveness of the organization

and determines where training is needed and under what conditions it
will be conducted.
The organizational analysis should identify:

• Environmental impacts (new laws such as ADA, FMLA, OSHA,
etc.).
• State of the economy and the impact on operating costs.
• Changing work force demographics and the need to address
cultural or language barriers.
• Changing technology and automation.
• Increasing global/world market places.
• Political trends such as sexual harassment and workplace violence.
• Organizational goals (how effective is the organization in meetings
its goals), resources available (money, facilities; materials on hand
and current, available expertise within the organization).
• Climate and support for training (top management support,
employee willingness to participate, responsibility for outcomes).
The information needed to conduct an organizational analysis can be
obtained from a variety of sources including:
• Organizational goals and objectives, mission statements, strategic
plan.
• Staffing inventory, succession planning, long and short term
staffing needs.
• Skills inventory: both currently available and short and long term
needs, organizational climate indices: labor/management
relationships, grievances, turnover rates, absenteeism, suggestions,
productivity, accidents, short term sickness, observations of
employee behavior, attitude surveys, customer complaints.
• Analysis of efficiency indices: costs of labor, costs of materials,
quality of products, equipment utilization, production rates, costs of
distribution, waste, down time, late deliveries, repairs.
• Changes in equipment, technology or automation.
• Annual report.
• Plans for reorganization or job restructuring.
• Audit exceptions; reward systems.
• Planning systems.
• Delegation and control systems.
• Employee attitudes and satisfaction.
Task analysis provides data about a job or a group of jobs and the
knowledge, skills, attitudes and abilities needed to achieve optimum
performance.
There are a variety of sources for collecting data for a task analysis:
• Job description-- A narrative statement of the major activities

involved in performing the job and the conditions under which these
activities are performed. If an accurate job description is not available
or is out of date, one should be prepared using job analysis
techniques.
Individual analysis analyzes how well the individual employee is

doing the job and determines which employees need training and
what kind.
Sources of information available for a individual analysis include:
• Performance evaluation -- Identifies weaknesses and areas of

improvement.
• Performance problems -- Productivity, absenteeism or tardiness,
accidents, grievances, waste, product quality, down time, repairs,
equipment utilization, customer complaints.
• Observation -- Observe both behavior and the results of the

behavior.
• Work samples -- Observe products generated.
• Interviews -- Talk to manager, supervisor and employee. Ask

employee about what he/she believes he/she needs to learn.
• Questionnaires -- Written form of the interview, tests, must measure

job-related qualities such as job knowledge and skills.
• Attitude surveys -- Measures morale, motivation, satisfaction.
• Checklists or training progress charts -- Up-to-date listing of current

skills.
NEED ASSESSMENT PROCESS
Results of the Needs Assessment
Assuming that the needs assessment identifies more
than one training need, the training manager, working
with management, prioritizes the training based on the
urgency of the need (timeliness), the extent of the
need (how many employees need to be trained) and
the resources available. Based on this information, the
training manager can develop the instructional
objectives for the training and development program.
All three levels of needs analysis are interrelated and
the data collected from each level is critical to a
thorough and effective needs assessment.

Need Analysis Is The First Step in The Training Process To Determine

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Introduction

The training needs assessment is a critical activity for

• Organization and its goals and objectives.

• Jobs and related tasks that need to be learned.

• Competencies and skills that are need to perform the

• Individuals who are to be trained.

• What the organization expects to happen and what

• Current and desired job performance.

• Existing and desired competencies and skills.

A needs assessment can also be used to assist with:

• Competencies and performance of work teams.

• Problem solving or productivity issues.

The results of the needs assessment allow the training

• Select the internal or external person or resource to

• Select and design the program content.

• Select the appropriate setting (on the job, classroom,

• Select the materials to be used in delivering the

• Identify and train instructors (if internal).

After completing the design phase, the training is

• Schedule classes, facilities and participants.

• Schedule instructors to teach.

• Prepare materials and deliver them to scheduled

• Conduct the training.

The final phase in the training and development

Organizational analysis looks at the effectiveness of the organization

The organizational analysis should identify:

• Job description-- A narrative statement of the major activities

Individual analysis analyzes how well the individual employee is

• Performance evaluation -- Identifies weaknesses and areas of

• Observation -- Observe both behavior and the results of the

• Work samples -- Observe products generated.

• Interviews -- Talk to manager, supervisor and employee. Ask

• Questionnaires -- Written form of the interview, tests, must measure

• Attitude surveys -- Measures morale, motivation, satisfaction.

• Checklists or training progress charts -- Up-to-date listing of current

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