Step-by-Step List of Training Needs

If you are like most of us when we address a multi-level task, it helps enormously to have a step-by-step process to follow. Especially for linear thinkers, a well-considered plan makes the job so much easier.

Thank goodness for the training needs assessment services professionals who came up with the following high-level list to identify the learning and development needs of your organization.

1. Identify: Take stock of the critical activities in your business that support the company’s strategic goals.
2. Baseline: Establish standards for performance in those activities and look for where there is sub-standard performance.
3.  Listen: Gather feedback from all stakeholders (customers, vendors, managers, employees) for suggestions and concerns.
4. Evaluate:  Appraise risk (over-reliance on one employee for certain expertise) and legal requirements for compliance.
5. Foresee: Consider possible changes in strategies, structures, processes, roles, products, technologies, etc.
6. Focus: Prioritize problem areas and examine for root cause. 
7. Confirm: Be sure that training is the answer to the problem. (hint: it usually takes more than training to change behavior and performance)
8. Source: Find the training program that suits best and identify the learning objectives.
9. Test: Pilot the program, adjust for improvement and roll out.
10. Measure: Review on a regular basis to ensure it is doing what you need it to do in terms of adoption and impact.