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What is Needs Analysis?

Needs analysis is the first step to be completed before you ever try to develop a training program. Needs analysis is a process for detecting the cause of a perceived training problem. You can do a lot of analysis.

Gap Analysis

The gap analysis determines the difference between where you are and where you want to be. For example, if a sales team does not reach its monthly or annual quota, it would analyze current sales against the purpose of the quota. Then you know what the difference was trying to solve. There is a lack of sales, production processes, quality, quantity and many other things. Understanding the difference helps you focus your training and helps you to find out if it's successful or not.

Audience Analysis

Audience analysis has two aspects. First, is the demographic aspect – simply in your audience? Young or old? Have you been with the company for a long time or a short time? What kind of education do you have? English is their first language? Understanding audience composition helps you make good decisions when you begin planning and developing your training. For example, an audience to which English is the second language would better serve training or activities in training than a text-based workbook.

The second aspect of audience analysis determines how well the audience knows the subject. Have you been training in this area? If so, why did not you insist? This is an important question that needs to be asked because if you have been trained and still do not do the job properly, there is probably another reason like lack of training.

Environmental Analysis

Environmental analysis taking into account the culture of the organism – perhaps people are trained but unable to make their own decisions. Another aspect is management support – perhaps people go to training, but when they return to their work, they are unwilling to exercise or make mistakes at any time, making it easier and safer for them to return to old things. The environmental analysis can also examine the compensation plan; An example of a sales organization where sales people were so much compensated for that no sales training took hold – really did not want to make more sales because they were generating enough money because of their current sales level.

Too often we find ourselves trying to apply a training solution to a non-training problem. The importance of needs analysis can not be over-emphasized. This saves you time and money when you spend a few days or weeks to analyze a larger image around the perceived training problem.

Source by sbobet

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