Training assessment and needs analysis best practices
Training Assessment and Needs Analysis Best Practices

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Training Assessment & Needs Analysis - Best Practices Research

Most training does not create behavior change, improve performance, or impact the business.

Unfortunately, the majority of learning initiatives mistakenly continue to bypass individual skill assessments and needs analysis prior to designing or delivering new training programs.

Doing it the wrong way or skipping over this first step  of assessing and prioritizing skill and competency gaps is one of the root causes driving a nearly 90%+ learning program failure rate.

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Training Assessment & Needs Analysis Services

Leader Assess™: Getting Leaders on the Same Page to Begin the Change Process
 

This proven leadership training needs assessment is used to identify and agree upon the most critical skills and competencies that impact business performance.

The customized online training needs assessment is completed by executives and leaders to help them prioritize the most strategic and important current and future skills, competencies, and knowledge in three areas:

  • A - Must have skills
     
  • B - Good to have skills
     
  • C - Nice to have skills

While this sounds like common sense, you would be surprised about the number of organizations that embark on training initiatives without the right level of alignment and support.

This proven training assessment process allows organizations to focus time and resources only on the areas that will have the greatest impact to leadership and the organizational strategy.

Learn more about training evaluation and needs assessment


Team Assess™: Identifying Gaps


The team training needs assessment is used to answer two key questions:

  1. Gaps: Where are the key skill, knowledge, and competency gaps compared to the skills that we need to succeed both now and in the future?
     

  2. Priorities: How should we prioritize our learning investments to best close those gaps?

The assessments are created from a bank of 150+ behavioral-based questions.

The proven skills assessment and diagnostic tool and process drive alignment, buy-in, and focus for a specific target audience.

Learn more about Training Assessment & Needs Analysis Services

Training Assessment & Needs Analysis
Best Practice Health Check

Would you like to know if your training initiative is set up to succeed and deliver the results that your key stakeholders are expecting?

If the answer is Yes, then you are about
to make a wise investment.

In return for about 10 minutes of your time, you will receive a complimentary Training Assessment Analysis.
 

Training Measurement Best Practices

Training Measurement Best Practices Whitepaper Download

Training Measurement and Evaluation Best Practices Whitepaper Download


Training Assessment & Needs Analysis Thought Leadership

The majority of training assessments are not only statistically flawed, but they are frequently designed and delivered in a manner that decreases participant buy-in, diminishes relevance, and wastes valuable resources.

The primary purpose of any training assessment should be to help answer two important questions:

  • What is holding us back?

  • Where should we focus?

Moreover, training needs assessments should align with the culture in which they will be implemented, be rooted in evidence-based outcomes - not opinions, and benchmark skills to actual performance to help steer strategy and action plans.

If properly designed and implemented, training assessments have the potential to provide powerful insight to help training, human resources and line-mangers to :

  • Create alignment
     
  • Initiate the change management process
     
  • Isolate skill gaps against a proven standard
     
  • Customize workshop curriculum for your specific environment
     
  • Target development areas with the greatest business impact
     
  • Obtain leadership, stakeholder and participant buy-in

Learn more about training needs assessment best practices


Training assessment and needs analysis best practices blog


 

 
 

The Bottom Line

Designing a successful training and development program that changes behavior and impacts the business typically involves a sequence of seven high-level phases: business objective identification, training needs assessment, learning objective creation, instructional design development, implementation, follow-through and measurement.

Well before any actual learning occurs, you must determine the "five W's and an H" (who, what, when, where, why and how) of training from the perspective of your key stakeholders - the business, the participants and their bosses.

Effective training needs assessment services pinpoint root causes, create stakeholder alignment, initiate and enable the change process and target professional development components that matter most to the individual, the team and the business.

The three most common situations that call for a training needs assessment include:

  1. Skill Clarity: Disagreement over or a lack of understanding regarding the most important skills, competencies, knowledge and behaviors that matter most to a specific initiative or the business as a whole

  2. Behavior Change: The need to initiate change that includes the desire to identify and change behavior while aligning leadership and employees to a common goal

  3. Skill Gaps: The desire to pinpoint strengths and weaknesses of a team or target audience against a proven standard or goal in order to set baseline metrics, benchmark current performance, customize training workshops to increase relevancy and impact, predispose participants to begin the learning process, guide one-on-one coaching and Individual Development Plans and ensure follow through for the transfer of training and business impact

To gauge your success on any training needs assessment services initiative, always strive to measure and move at least one of the following key metrics:

  • Sales revenue, margin, win rate, portfolio mix, deal size, and sales cycle.
  • Customer acquisition, loyalty, growth, and satisfaction.
  • Leadership execution effectiveness of key corporate strategies.
  • Employee attraction, development, performance, engagement and retention.
  • Project cost, quality, and time.
 
 
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