Training programs are often prescribed as the drug of choice to help cure a problem that arises in an organisation. Until the problem and its causes are understood in greater detail, proposing a solution or an intervention can be both a costly and fruitless endeavour. The best way to determine whether or not a training program is the best course of action is to carry out a detailed training needs analysis.

1. Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]
Training Needs Analysis
What Is & What Ought To Be
www.oliviamoran.me

2. Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]
About The Author
Olivia Moran
Olivia Moran is a leading training specialist who specialises in E-Learning
instructional design and is a certified Moodle expert. She has been working
as a trainer and course developer for 3 years developing and delivery
training courses for traditional classroom, blended learning and E-learning.
Courses Olivia Moran Has Delivered:
● MOS
● ECDL
● Internet Marketing
● Social Media
● Google [Getting Irish Businesses Online]
● Web Design [FETAC Level 5]
● Adobe Dreamweaver
● Adobe Flash
● Moodle
Specialties:
★Moodle [MCCC Moodle Certified Expert]
★ E Learning Tools/ Technologies [Commercial & Opensource]
★ Microsoft Office Specialist
★ Web Design & Online Content Writer
★ Adobe Dreamweaver, Flash & Photoshop

3. Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]
INTRODUCTION
Training programs are often prescribed as the drug of choice to help cure a problem that arises
in an organisation. Until the problem and its causes are understood in greater detail, proposing
a solution or an intervention can be both a costly and fruitless endeavour.
TRAINING NEEDS ANALYSIS
The best way to determine whether or not a training program is the best course of action is to
carry out a detailed training needs analysis. This is a tool that focuses on needs. A need cannot
be described as a want or desire. It’s basically a gap between ‘what is’ and ‘what ought to be’.
The training needs analysis will assist in highlighting the gaps. It will also look at whether or
not the problem can actually be solved by training.
There are 5 main reasons a training needs analysis is carried out:
1. To determine what training is relevant to your employees jobs
2. To determine what training will improve performance of individual & organisation
3. To determine if training will make a difference
4. To separate training needs from organisational problems
5. To help link improved job performance with organisational goals
During a Training Needs Analysis a lot of useful information is collected. This information is
used to help determine training needs. It’s essentially the first step and probably the most
important in the development of a training program.
COLLECTING DATA
There are numerous techniques used to collect this data
1. Surveying Needs
You are probably all familiar with surveys and have at some point filled one out. They are
extremely useful as they allow large amounts of people to be questioned in a short period of
time. You may find that people are must more open about the information that they give in
comparison to face to face meetings. Surveys take the form of a questioner, which contains
both open and close ended questions. Make sure however that measures are taken to ensure
the survey is both valid and reliable.

4. Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]
2. Interviews
Interviews involve a researcher sitting down with different types of people/groups and asking
them relevant questions that will help to determine training needs. There may be an interview
with the various managers of the company. These people are involved with planning and
determining the future direction of the company. They should have a fairly good idea of what
training will be required in the future. They deal with their subordinates regularly and so they
generally know what abilities and skills they have.
There may be an interview with regular employees. They are the ones who carry out the various
jobs on a day-to-day basic so they should know exactly what skills and training they require to
make their job easier and more efficient.
3. Data Gathering
This could involve numerous things such as looking at reports, surveys, interviews,
assessment/testing centres, managerial evaluations that have been previously conducted.
Companies nowadays are seeking employees who consistently meet or exceed performance
requirements and org goals. This has lead to the development of a new data gathering
technique know as 360-degree feedback. Each employee is involved in developing a
performance enhancement plan. From this companies can identify potential training programs
and can track and evaluate progress.
4. Focus Groups
A focus group is where a group of people come together to talk about different issues. This
group is usually led by a researcher who is an expert in guiding conversations and knows exactly
how to uncover knowledge that’s relevant and needed to determine training needs.
5. Reviewing Company Goals and Mission Statement
This involves carrying out a brief review of the company’s past. It gives ideas as to where the
organisation is headed for in the future. It allows comparisons to be made between what skills
employees have now and what will be needed in the future.
CONCLUSION
These methods can be utilised individually or a combination may be used. Using a few of the
methods is wise as it will give scope and allow you to see the bigger picture. However, which
tools are used is left up to the discretion of the company.
Training Needs Analysis is essentially the first step and probably the most important in the
development of a training program. It’s a must for any company who intends to carry out
training.

5. Training Needs Analysis: What Is And What Ought To Be [www.oliviamoran.me]
It provides an opportunity to consult with a variety of people in the organisation. The
information collected, ideas generated and the conversations that take place when people
discuss their work lives tends to make employees more productive.
The data collected, whether obtained through surveys, interviews, data gathering, focus groups,
looking at company goals and mission statement can help to clarify issues and provide a focus
on performance.
It’s important to note that training is not always the answer. There may be a better road to
travel. Perhaps restructuring or reorganising the company may solve a problem more efficiently
and effectively than a training program could.
“Training Needs Analysis will prevent wastage of both time and money”