Training needs analysis allows you to directly link the skills needed within the organisation with your current skill level.

This course equips you with the skills required to carry out a training needs analysis. You will be able to make recommendations and implement findings to ensure a good return on your training investment.

After this training needs analysis training course, delegates will be able to:

• Prepare a plan for the identification of current and future training needs.
• Select and use information-gathering techniques effectively.
• Analyse the information to prioritise training needs.
• Produce a training plan showing solutions, priorities and benefit projections that generates desired ROIs.

This course is specially designed for:

• Managers and Heads of Department.
• Training and HR professionals who are responsible for identifying, planning and scheduling department and company-wide training.
• Individuals responsible for budgeting, forecasting or justifying training costs.

DAY 1
PART 1: APPROACHES TO IDENTIFYING LEARNING NEEDS
Module 1:Identifying Training Needs in Your Organization
- Identifying training needs in a business-driven context
- Linking to corporate vision, strategy, and organizational objectives
- Identifying training needs revealed by business performance shortfall.

Module 2: The Systematic Model for Training Needs Analysis
- Understanding the stages of the systematic training needs analysis model;
–Traditional vs competence-based standards
- Identifying residual, present, and future training needs & standards

PART 2:JOB PERFORMANCE REQUIREMENTS

Module 3: Collecting and Analyzing of Information
-Gather pertinent information requirements for specific job competencies:
- Find out reliable sources of information
- Utilize and adapt survey instruments, questionnaires, interviews, observation.
– Job analysis
- Job description
- Identifying Tasks
- Key results areas
- Task Analysis

PART 3: BEHAVIOUR ANALYSIS

Module 4: Behaviour analysis
Categories of ability
Key learning indicators

DAY 2
PART 4: TRAINING SOLUTIONS * & ROI
Module 5: Developing Solutions
- Appropriate training interventions
- Producing the initial action plan
- Determining priorities
- Identifying ‘achievement windows'
- Defining costs, success criteria, and benefits
- Obtaining evidence

Module 6: Performance Appraisal Scheme
a) Employee self-evaluation as self-reflection on job performance and achievement

b) 360-degree appraisal
Feedback from different stakeholders including line manager, peers, subordinates or direct reports (if applicable), clients, customers, or third-party partnerships.

c) Manager performance appraisal
It comprises tasks like goal setting, progress tracking, quantitative employee rating, one-on-one discussions, and more.

d)Rewards and recognition program as the talent management process

e) Performance improvement plan
Taking steps to trigger a skill-specific performance improvement plan right after the evaluation phase.

Module 7: Preparing Reports
- Structuring written reports and presentations on training needs and priorities
- Writing behavioral objectives
- Using persuasive techniques and follow-up activities to support recommendations

Module 8: Calculating Return on Investment (ROI)
- Techniques of measuring your ROI
- Using ROIs to pitch your proposals

Interactive presentations and practical exercises and presentations