How can you conduct an employee training needs assessment without common pitfalls?

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A training needs assessment (TNA) is a systematic process of identifying the gaps between the current and desired performance of your employees, and the best ways to address them through training and development. A well-designed TNA can help you align your training goals with your business objectives, prioritize your training resources, and measure your training effectiveness. However, a poorly conducted TNA can lead to wasted time, money, and effort, and even damage your employee morale and retention. How can you avoid the common pitfalls of a TNA and ensure that you get the most out of your training investment? Here are some tips to help you conduct a successful TNA.

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Sean McPheat

Get my new book at Amazon - 1500 Coaching Questions: What to ask in any situation | Founder of MTD Training & Skillshub…
Piers Ansell

Strategic Learning & Development Manager, expert in empowering businesses through talent growth, performance…
Claire Wright

Global Sales Enablement Lead @ Sphera

1 Define the purpose and scope

Before you start collecting and analyzing data, you need to have a clear idea of why you are conducting a TNA, what you want to achieve, and who are the stakeholders involved. A TNA can have different purposes, such as improving employee skills, solving performance problems, meeting compliance requirements, or preparing for organizational changes. Depending on the purpose, you may need to focus on different levels of analysis, such as individual, team, department, or organization. You also need to identify the key stakeholders, such as managers, employees, customers, or regulators, who have an interest or influence in the training outcomes. By defining the purpose and scope of your TNA, you can set realistic and relevant expectations, and avoid scope creep or irrelevant data.

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Piers Ansell

Strategic Learning & Development Manager, expert in empowering businesses through talent growth, performance enhancement, and cultivating a culture of continuous improvement
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The biggest pitfall with a training needs analysis is that it assumes the solution will be training. It then embeds this expectation with your stakeholders so they expect training to follow. So scrap training needs analysis and instead consider a gap analysis. What’s the gap between current and desired performance? How do people currently feel, think or behave? It might be a risk we are trying to mitigate. What are the observations that lead us to that gap? These will become your measures of success. Ask why a lot. Why is something happening? Why is it still happening despite previous attempts for change? The solution might not include training at all, or that might be one facet of a combined approach.

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Claire Wright

Global Sales Enablement Lead @ Sphera
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An LNA/TNA can be very time consuming, however if done right can complement and enhance your training material 100% Imagine onboarding training of a topic that you think is still a main query from your stakeholders, only to find out that the top contact drivers have shifted. How will this affect the employees motivation and engagement? Their quality of service that they give the companies customers? It’s so important that we get it right!

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2 Choose the right methods and sources

There are many methods and sources of data that you can use to conduct a TNA, such as surveys, interviews, focus groups, observations, tests, performance reviews, or feedback. However, not all methods and sources are equally suitable or reliable for every situation. You need to consider the advantages and disadvantages of each method and source, and select the ones that best match your purpose, scope, budget, and timeline. You also need to use a combination of quantitative and qualitative data, and triangulate your findings from multiple methods and sources, to ensure that you capture the full picture of the training needs and avoid biases or errors.

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Sean McPheat

Get my new book at Amazon - 1500 Coaching Questions: What to ask in any situation | Founder of MTD Training & Skillshub | Speaker | Entrepreneur and L&D Awards Winner
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In terms of a training needs analysis, I love using 360° feedback. This will provide you with the good, the bad, and sometimes, the ugly of feedback! Feedback gathered, via this method will include feedback from the learner themselves, their line manager, and their peers. therefore you are getting a much better, rounded version of the learners skills, competencies, and behaviours.

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3 Involve and communicate with stakeholders

A TNA is not a one-way process of gathering and reporting data. It is a collaborative and interactive process that requires the involvement and communication of all the relevant stakeholders. You need to engage and consult with your stakeholders throughout the TNA process, from defining the purpose and scope, to collecting and analyzing data, to presenting and implementing the results. By involving and communicating with your stakeholders, you can gain their buy-in and support, understand their perspectives and expectations, address their concerns and questions, and ensure that the TNA results are aligned with their needs and interests.

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Claire Wright

Global Sales Enablement Lead @ Sphera
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The involvement of stakeholders after the LNA/TNA completion is just as important. Once you have collected the quantitative data, analysed and know with confidence how you will progress; sharing this insight with those that were involved will gain their buy in, trust and heightened interest with the enhanced performance to come.

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4 Analyze and prioritize the gaps

Once you have collected and validated your data, you need to analyze and prioritize the gaps between the current and desired performance of your employees, and the causes and consequences of these gaps. A gap analysis can help you identify the strengths and weaknesses of your employees, the opportunities and threats of your environment, and the root causes and effects of your performance problems. A prioritization matrix can help you rank the gaps based on their urgency, importance, feasibility, and impact. By analyzing and prioritizing the gaps, you can focus on the most critical and relevant training needs, and avoid wasting resources on low-priority or irrelevant training.

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5 Recommend and evaluate solutions

After you have identified and prioritized the training needs, you need to recommend and evaluate the best solutions to address them. A solution analysis can help you compare and contrast the different training options available, such as online or offline, formal or informal, individual or group, or internal or external. You need to consider the benefits and costs, the advantages and disadvantages, and the suitability and effectiveness of each option for your purpose, scope, budget, and timeline. You also need to evaluate the potential outcomes and impacts of each option, such as the learning objectives, the performance indicators, the return on investment, or the feedback mechanisms. By recommending and evaluating solutions, you can provide evidence-based and actionable recommendations, and ensure that your training solutions are aligned with your training goals and business objectives.

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6 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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Amanda Velasco

Neuropsicologia Positiva
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Tudo que o texto toca é muito interessante, entretanto ao buscarmos textos como este, geralmente estamos buscando respostas que esse texto n?o consegue fornecer. Acredito que o Linkedin é um formato mais rápido de conteúdo, mas precisamos gerar mais profundidade para esses temas. Aqui temos um ponto de partida para elaborarmos perguntas e, ent?o, buscar respostas. Sugiro incluir links que nos levam a nos aprofundar, sem nos contentarmos com a superficialidade.

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How can you conduct an employee training needs assessment without common pitfalls?

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1 Define the purpose and scope

2 Choose the right methods and sources

3 Involve and communicate with stakeholders

4 Analyze and prioritize the gaps

5 Recommend and evaluate solutions

6 Here’s what else to consider

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