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How do you work with stakeholders in training needs analysis?

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Training needs analysis (TNA) is a process of identifying and prioritizing the learning and development needs of your staff. It helps you align your training goals with your organizational objectives, and ensure that your training resources are used effectively and efficiently. However, TNA is not a solo activity. It requires collaboration and communication with various stakeholders who have different perspectives, interests, and expectations. How do you work with stakeholders in TNA? Here are some tips to help you:

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1 Identify your stakeholders

The first step is to identify who are the key stakeholders in your TNA process. Stakeholders are anyone who has a stake or interest in the outcome of your training, such as managers, employees, customers, suppliers, regulators, or partners. You can use a stakeholder analysis tool, such as a matrix or a map, to categorize your stakeholders based on their level of influence and interest in your training. This will help you determine who to involve, how to engage them, and what information to share with them.

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Richard Snowdon

Educated, qualified, experienced and open as together we achieve more :-)
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Ask and answer questions- are great ways to start. Engaging in intelligent conversation follows then putting what you have learned into action or in some cases inaction can change your results.

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2 Communicate your purpose and scope

The next step is to communicate clearly and transparently the purpose and scope of your TNA. You need to explain why you are conducting the TNA, what are the expected benefits and outcomes, and what are the boundaries and limitations of your analysis. You also need to clarify your roles and responsibilities, as well as the roles and responsibilities of your stakeholders, in the TNA process. You can use various communication channels, such as emails, meetings, newsletters, or surveys, to inform and update your stakeholders about your TNA.

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Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
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This is important to do the right way. If you're not clear about these things you become an order-taker. Your stakeholders will assume the meeting is about them communicating to you what they want and how it should be done. Be clear about roles and responsibilities, and be clear about how decisions are made.

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3 Gather and analyze data

The third step is to gather and analyze data from your stakeholders to identify their training needs. You can use different methods and sources of data collection, such as interviews, focus groups, questionnaires, observations, performance reviews, or feedback forms, to collect qualitative and quantitative data from your stakeholders. You need to ensure that your data collection methods are reliable, valid, and ethical, and that you respect the confidentiality and privacy of your stakeholders. You also need to analyze your data using appropriate tools and techniques, such as charts, graphs, tables, or SWOT analysis, to identify the gaps, trends, and patterns in your data.

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David Landreth

Performance Engineer ll Competency Builder ll Digital Coach ll Integrating the Unconnected Worker into the Digital Fabric of Manufacturing
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What we’ve seen work in the industrial world may be unique in that workers are capturing step level content around work there executing……Becuase work data is being captured at such a granular level, establishing a baseline of competency is common place. Looking at the and comparing variability in competencies, as well as variance r against time studies and expected productivities these Manufacturing/Industrial organizations are able to focus very specifically where they provide additional Skilling or performance support

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Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
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The TNA should include success measures, so use this collected data to determine how far off you are from where you need to be. This data, especially quantitative data, can be helpful in building your brand as a team that brings results. Speak the language of your stakeholders and show them your impact in ways that are meaningful to them.

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4 Prioritize and validate your findings

The fourth step is to prioritize and validate your findings from your data analysis. You need to prioritize your training needs based on their urgency, importance, feasibility, and alignment with your organizational goals. You can use a prioritization matrix or a criteria-based scoring system to rank your training needs according to these factors. You also need to validate your findings with your stakeholders to ensure that they are accurate, relevant, and realistic. You can use feedback sessions, workshops, or presentations to share and discuss your findings with your stakeholders, and to solicit their input and feedback.

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5 Plan and implement your training

The fifth step is to plan and implement your training based on your prioritized and validated training needs. You need to design and develop your training content, methods, and materials, and select and prepare your trainers and facilitators. You also need to schedule and deliver your training sessions, and provide support and guidance to your learners. You need to involve and engage your stakeholders in your training plan and implementation, and communicate with them regularly about the progress and results of your training.

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6 Evaluate and improve your training

The final step is to evaluate and improve your training based on the feedback and outcomes of your training. You need to measure and assess the effectiveness and impact of your training on your learners' knowledge, skills, attitudes, and behaviors, as well as on your organizational performance and results. You can use various evaluation methods and tools, such as tests, surveys, interviews, observations, or metrics, to collect and analyze data from your learners and other stakeholders. You also need to report and share your evaluation findings and recommendations with your stakeholders, and implement actions to improve your training based on their feedback.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Christopher Lind

Bridging Business, Technology & Human Experience | Executive Advisor | Business & Product Transformation | Devoted Husband and Father of 8
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Don't wait until you have a need to build stakeholder relationships. This is a common mistake with longstanding consequences. While the term "stakeholder" is loosely used, we need to remember that every stakeholder is a person and people are relational. When you wait until there's a need to engage with stakeholders, the relationship will be transactional in nature, which isn't ideal for the kind of relationship you need to support, advocate, remove barriers, and enable the changes you're driving. And, this doesn't mean you need to be best friends with everyone in the organization, but keep a pulse on who you really need to accomplish your goals. From there, be intentional about building sustainable and meaningful relationships with them.

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Angela Hammond

Lead Teaching Professor- ABSN Program/ Faculty Advisory Board Member / Equity Advisor /Certified Advanced Leader/ Certified Diversity Executive (CDE)?
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It is important to include key stakeholders in each stage of the training needs analysis process. This approach provides transparency and facilitates collaboration. It will also help to gain “buy-in” from stakeholders.

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How do you work with stakeholders in training needs analysis?

1

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3

4

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1 Identify your stakeholders

2 Communicate your purpose and scope

3 Gather and analyze data

4 Prioritize and validate your findings

5 Plan and implement your training

6 Evaluate and improve your training

7 Here’s what else to consider

Staff Development

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How do you work with stakeholders in training needs analysis?

1

2

3

4

5

6

7

1 Identify your stakeholders

2 Communicate your purpose and scope

3 Gather and analyze data

4 Prioritize and validate your findings

5 Plan and implement your training

6 Evaluate and improve your training

7 Here’s what else to consider

Staff Development

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感谢您的反馈

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