HRM326 Mega Consulting Training Needs Analysis Before training is determined or designed, a training needs analysis should be considered to develop a root

HRM326 Mega Consulting Training Needs Analysis 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, who needs to be trained, where is the training location, and how the training will be measured. Unless a needs assessment is adequately performed it may be difficult to rationally justify providing training. A needs assessment will enable management to determine if training is the best solution for the performance problem or development need. A needs assessment can be a critical tool for any training department. The learner and the organizational needs will be considered during this process. The objectives will be relevant and the outcomes measurable.this just goes along with the attached form that needs to be completed************** Training Needs Analysis
Training Needs Analysis
You called Mega Consulting to help you with some performance issues in your
organization.
Mega Consulting would like to have a meeting with you (the Training Manager) to
discuss the situation. In order to provide some structure to the session, Mega asks that
you complete the attached Needs Analysis form prior to the meeting.
Your perspective on the performance issues, along with the data that you provide, will
help Mega better understand priorities and the gaps in employee performance.
Use your own organization or one familiar to you. Here are some examples of
performance gaps to kick start your thinking.
1. Contact Center staff are giving out incorrect information on product return
policies.
2. Store sales staff are not achieving sales goals.
3. The company is implementing a new system for processing orders.
Pick one performance gap and your own organization and work through the analysis.
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Training Needs Analysis
Training Needs Analysis
Complete the following in a total of 1,050-to 1,400 words. [That is about 100 words for
each of the 12 questions.]
1. What is your performance gap?
2. What skills and knowledge are required to perform the work (related to the
performance gap)?
3. What are the measures of successful performance of the work (related to the
performance gap)?
4. Are people performing at the levels required?
5. Is there under-performance for specific groups of employees? (You are trying to
narrow things down here, maybe not everyone needs to be re-trained.)
6. What are the causes of under-performance? (This is where you need to use your
critical thinking skills around the root cause(s) of the performance gap.)
7. What training will help bridge the gap between the standards of performance needed
and the actual performance? Are there other things that need to be done, besides
training, to solve the problem?
8. Is there specific training that is needed in the training triad categories below?
a. Technical
training
b. Business
skills training
c. Human
skills training
9. What is the expected return on the investment (ROI)?
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Training Needs Analysis
10. What does success look like?
11. Do you have a budget for the training development/course?
12. Any other relevant information?
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