Before training is determined or designed, a training needs analysis should be considered to develop a root cause and systemic understanding of the training elements such as what needs to be trained,

Training Needs Analysis

To understand the development needs throughout the business, COMPANY XYZ would like to have a meeting with you (the training manager) to discuss your department training requirements. In order to provide some structure to the session, Company XYZ asks that you complete the attached training analysis form prior to the meeting.

Some other items you might want to include in your meeting are:

• Organizational Chart

• Job Descriptions

• Training Goals for the department

• Training Goals for the employee’s

• Competency Reports

• Other relevant training data

Your perspective on training development opportunities, along with the data that you provide, will help Company XYZ better understand your goals and help close/support any competency needs your department.

Notes:

a) The attached form can be completed by clicking in the box below each question and inserting your text.

DEFINITIONS

Performance Problem – when employees are not meeting the expectations for performance. This can be caused by a lack of knowledge, skills and abilities, A lack of motivation or desire, a bad attitude or other issues (poor processes, equipment)

Training objective – what is to be accomplished in training. The expected outcomes and desires when training is provided.

Three Training Categories

Technical Skills Training – any training that is needed to provide the knowledge, skills and abilities needed to do the job or task. This is no limited to training in technology.

Business Skills Training – training that helps the employees understand the organization, products, policies, strategic plan and goals/objectives for the organization.

Human Skills Training – any training that helps build personal or people skills and those that build good working relationships.

Return on Investment (ROI) – a comparison of the cost of doing training and the benefits realized (outcomes) from doing the training. The benefits to doing training versus the cost of doing training. A ROI will be either positive, negative or neutral.

Legally required training – that training that an organization must do based on a federal, state, local law or ordinance. It is a violation of a law if the training is not provided.

Delete instructions before submitting the assignment,

Add a title page before submitting.

Complete the following in a total of 1,050- words.

1. What is a performance problem in your organization that can be corrected with training? What are the training objective for the organization?

1. Identify a specific job from the organization. What skills and knowledge are required to perform the work? (a job responsibility is not the same as a skill or knowledge).

1. Do the employees doing that job have the needed knowledge, skills and abilities? Explain.

1. Is there under-performance for specific groups of employees?

1. What are three(3) possible causes of under-performance?

1. What training will help bridge the gap between the standards of performance needed and the actual performance?

1. What specific training is needed in each of the training triad categories below? (see category definitions above). Identify at least three training courses for each category and be specific.

1. Technical training (see definition above)

1. Business skills training (see definition above)

1. Human skills training See definition above)

1. What is the expected return on the investment for doing training (ROI)? The ROI is the total cost of doing training compared to the cost of the benefits realized. (see definition above)..

1. What is the budget for the training development/courses needed? Be specific and justify the dollars allocated. How are dollars for training allocated?

1. Identify 2 legally required training courses that must be provided.