Most businesses understand the value of employee training and are eager to get started. While this excitement is admirable, it overlooks an important stage. The first step in creating an effective training program is to conduct a training needs analysis (TNA). This article discusses the many sorts of analyses and typical approaches and examples to get you started. It’s past time for more effective training. Continue reading to find out more.

Definition of Training Needs Analysis

Before delving into the many forms of concrete training you require, a training needs analysis takes a bird’s eye view of your firm and its overall aims. Based on this assessment, your firm may require more robust training or on-demand mobile training, for example, due to your employee or risk profile.

Conducting a training requirements analysis before putting together your training program is critical in producing more effective training materials and maximizing your production time.

We’ll go over the basics of conducting a training needs analysis for your learning program in this post, including:

  • The various types of training needs analysis
  • Methodologies for doing a useful training needs analysis
  • When should you conduct a training needs analysis?
Types of Training Needs Analysis
training needs analysis

A training needs analysis of their knowledge base is fundamental if your organization hires newly graduating staff. While enthusiasm and energy can go you a long way, you need to know that your staff can work in your business when the rubber meets the road. This might encompass concerns like rules and compliance, as well as procedures and best practices.


A training needs analysis of skills is critical for both young employees entering the workforce and mature employees with a comprehensive knowledge base. This form of study considers job-related talents and soft skills such as customer service and teamwork.


Is your staff capable of problem-solving and risk management? Are they able to manage themselves and make goals that will assist them in achieving their goals? Your employees will be more productive and invested in their jobs (and your firm!) if they have greater autonomy and control. Evaluating an employee’s decision-making abilities and encouraging them to become more action-oriented will only help your company flourish.

Training Needs Analysis Methodologies

Let’s look at the ways to complete the analysis now that you’ve educated yourself with the various sorts of analysis. You can do training needs analysis in a variety of ways. Every method is not ideal for every business. Choose the method or methods that best meet your objectives from the following list:


Even though self-reporting is notoriously erroneous, it might be a good place to begin. How confident are your staff in their abilities? What topics would they prefer to receive more training on?


Regular observation, when available, can be a useful tool for determining training needs. The key to this strategy is to make a series of casual and unscheduled observations over time. Employees should be aware that these observations are not intended to be punitive, but rather provide training.


Everyone in the firm, from managers to parking attendants, has something to say about it. While extensive interviewing is unlikely to be required, chatting directly with managers and supervisors about their observations can be a good place to start.

Reviewing the work

This is the point at which everything comes together. Is the work you’re producing reflecting the knowledge, skills, and talents you’d anticipate for a certain role or position? Is it of good quality, or do you think it could be better?


We all thought high-stakes tests were over when we graduated from college, but a brief multiple-choice evaluation offered online is one way to swiftly evaluate staff expertise.

Examine your competitors

Finally, it’s critical to understand your place in the industry. What is the status of your main competitor? Is it true that their sales figures are higher? Better customer satisfaction ratings? If that’s the case, what are they doing to bring it about?

This does not imply that you should modify your entire business model; nevertheless, your staff may benefit from a fast refresher in one area that will help them compete more effectively.

When and how to conduct a Training Needs Analysis?

A training needs analysis determines where you should begin and what your firm requires to attain its objectives. For instance, before you begin building a training program for a firm, undertake a comprehensive training needs study. Here’s an example of a training needs analysis based on the business needs.

Step 1: Create a business profile

Firstly assist corporate managers and human resources in developing a company profile that includes current staffing levels by working closely with them. Look at the different jobs inside the organization and list the knowledge, skills, and abilities required for each one. This can include factors like educational attainment and general industry experience. This is a high-level summary that will serve as a road map as you proceed.

Step 2: Consider the big questions

At least once a year, or whenever you begin a new learning program, you should examine your training strategy. Obviously, you’ll have a lot more questions as you go through this process, but these are some good high-level ones to start with.

  • What are your company’s objectives? Your training program must evolve in tandem with your company’s goals. Speak with the organization’s leadership to get a clear picture of where the company is going. Ensure that your training crew has a seat at the table or the very least receives updates as goals change.
  • What are your training objectives? Your training goals will evolve, just as your company’s goals will. Consider what you truly require and desire from your training framework.
  • What is your current (or desired) return on investment? This is a difficult issue to answer, but it is one that you must pose. Work with your training staff to develop success measures that are consistent with your corporate and training objectives.
  • Do you have the proper people on your team? You’ll need a team to manage your goals and needs analysis once you’ve established them. Perhaps you’ll need to hire another instructional designer or someone with experience with mobile learning. You can also think about contracting out some of your learning development work. Consider this early in your analysis to ensure you have the correct team in place when development begins.
Step 3: Verify that everyone is following the rules

Non-compliance has been the demise of many businesses, so we constantly double-check that your firm has all of the necessary licenses and laws in place. This can include all-staff mandated training schedules and codes of behavior, but it can also refer to department-specific training requirements.

Step 4: Start mapping out your route

In this step, we urge companies to consider what they want to achieve in their company as a whole and what they want from their training. You can begin to gain a good sense of the road ahead by using interviews and questionnaires.

Step 5: Examine the current materials and procedures for training

Many businesses understand the value of staff training and have resources and techniques in place to help them. PlayAblo examines your company’s resources to determine what is working, what may be improved, and what is ineffective. If you’re doing this for your own training, make sure to examine all aspects of your existing (and planned) training programs thoroughly.

Ad: PlayAblo’s Enterprise-Grade Micro-Learning platform is built for the corporate learner. Micro-Learning, along with assessments and gamification features, ensures learning outcome measurement along with sustained engagement.
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Step 6: Formulate suggestions

We give training recommendations after examining your current firm, its goals, and its current training techniques. Consider making recommendations in these crucial areas for your own program:

  • Employee behavior and desired business outcomes

Any intended business goal is usually coupled with several different actions. Employees are to blame for these actions:

Knowing what to do, being capable of doing it, and being motivated to do it.
At this stage of the process, employers should determine the required critical competencies, behaviors, and related knowledge, skills, talents, and personal traits linked to desired business results. This is normally accomplished by gathering data from subject matter experts.
Interviews, focus groups, and surveys are all examples of data collection methods.

  • Methods of training delivery

Employers should now decide how best to train their personnel using the training priority list. The following are some examples of common training methods:

On-the-job training (OJT); mentoring and coaching; classroom; web-based; books; conferences; and university programs. Employers should seek the advice of a professional with experience in corporate learning to discover the best methods for employees to develop a specific competency.

Some learning techniques will be more effective than others. Although no two people learn or retain material the same way, studies suggest that when people actually do the skill or task, they retain information far better.

  • Deficits and learning gaps

Individual employee findings are then aggregated to measure how many employees need to develop specific abilities, regardless of the methodologies used to evaluate competencies.

To do so, the employer must first define what constitutes a performance gap. Employer to employer, this standard will differ. Some employers will have more stringent requirements than others.

Setting that criterion will provide the company an idea of how many employees fall below or over the benchmark. Those who fell below this threshold would be regarded as in need of training.

  • Assessing competencies

Employers should assess the extent to which their staff possesses a specific set of competencies after compiling a list. The following are the most commonly utilized methods:

The best way to evaluate visible behaviors is to use performance evaluation surveys. Taking the important competencies and having knowledgeable people score the targeted employees’ behavior is a simple way to accomplish this. Supervisors are typically in charge of this task.

On the other hand, supervisors and executives are frequently evaluated by numerous raters, including peers, subordinates, and consumers. This method is referred to as the 360° degree approach.

The more raters infer unobservable attributes like ability, skills, and personality, the less successful performance evaluation surveys become. Professional tests and assessments are more effective at evaluating these skills. There are numerous tests on the market that you can use to assess various talents, abilities, and personality traits.

Choosing the correct test, on the other hand, should be done in consultation with a testing expert, such as an organizational psychologist. Customized assessments are also suitable, especially if the employer wants to examine specialist knowledge or performance in a key job area.

  • Updates to save money and resources on training

Employers must now examine the costs of a specific training strategy as well as the extent to which L&D teams can merge performance gaps into a single training experience.

The following are some of the cost factors:

  • Time required for training
  • If the training content is created in-house
  • If acquired from a vendor, appraisal and acquisition of training
  • Content delivery for training
  • Time spent in training has resulted in a loss of productivity
  • Travel and logistical expenses.

On the benefit side, different training methods will have varying degrees of effectiveness. For example, while web-based training may be the least costly, this may not be the best way for employees to develop a particular skill.

  • Keeping track of and evaluating results throughout time

Employers must decide how they will know whether the training was effective. Training is only useful if the information is remembered and applied on the job. The evaluation method should answer the following questions:

  • How much did the training improve the skills that were being taught?
  • How much did the training help employees perform better on the job?
  • How much did the training help you achieve your company goals?
  • How much of the training’s investment yielded a positive return?

The manner and content will be determined by the queries that employers want to be answered.

You will need to tailor these recommendations to your company’s specific requirements rather than being used as a one-size-fits-all solution. Perhaps the knowledge provided in your training is excellent but needs an updated delivery approach, or perhaps you require a complete redesign. Make a list of recommendations, prioritize the most important ones, and go from there.


PlayAblo makes recommendations based on your company’s objectives and collaborates with you to put them into action. Our training needs analysis assists you in fine-tuning and maximizing the effectiveness of your training. More importantly, it can aid in the expansion of your company.

Ad: PlayAblo’s Enterprise-Grade Micro-Learning platform is built for the corporate learner. Micro-Learning, along with assessments and gamification features, ensures learning outcome measurement along with sustained engagement.
Find out more and request a custom demo!

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