7+ Training Needs Analysis Examples in Google Docs | Google Sheets | MS Excel | Word | Numbers | Pages | PDF


Nowadays, a lot of employees seek to learn new skills and develop their current ones. In this fast-paced world, many skills can make you the best candidate for a job or a promotion. Companies know this, which is why they provide training to their employees to help their business in the long run. That is why a training needs analysis is vital to determine the workforce’s best kind of training.

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7+ Training Needs Analysis Examples

1. Training Needs Analysis Template

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2. Simple Training Needs Analysis Template

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3. Personal Training Needs Analysis Template

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4. Management Training Needs Analysis Template

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5. Training Needs Analysis Example

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6. Management Training Needs Analysis

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7. Training Needs Analysis Example

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8. Training Needs Analysis Example in DOC

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What is a Training Needs Analysis?

A training needs analysis is the identification of skills employees need to strengthen and develop. All the information is in a document for later reference. It is usually conducted by an organization to speculate on the need for a training program. They ask all the necessary questions about the list to ensure it caters to the employees. With a training needs analysis, it will be easy to plan out a framework for the training tasks and increase the company’s competency.

How to Plan a Training Needs Analysis

A lot of companies invest vast amounts of money in developing their employee’s skills, as mentioned in an article by Forbes. About $366 billion worldwide as of 2018. If you are a part of the human resources department and seek to put your funds to good use, you will have to be meticulous in your assessment to achieve a fruitful training needs analysis.

1. Determine Objectives

First, you have to determine the goals of your organization to figure out what answers you are looking for. For example, suppose you are doing a training needs analysis on a customer service company, and they are looking to train everyone to be a model staff member. It makes your work easy in creating the learning program to make that happen.

2. Use a Process Flow

A process flow is a visualization method used to present a step by step plan. You can use this along with a few infographics inserted to help you give the information you have gathered for your training needs analysis. Doing this can also help you figure out what methods to approach in training your employees.

3. Organize Your Format

When creating your training needs analysis, make sure that it is easy to understand for your readers. Take into account that not everyone might realize certain terms, so keep it simple. Use a format so that your audience will have an easy time looking through your analysis.

4. Determine Gaps

A gap in training terms refers to an employee’s skill compared to the job responsibilities they have. Figuring out whether the workforce has an easy or difficult time doing their job will let you figure out what you need to do to make it easier.

FAQ’s

Who does the training needs analysis?

In general, the human resources department is in charge of doing the training needs analysis when it comes to professional settings. However, any person with the right tools and resources can also do their own.

How long does a training needs analysis take to create?

The length of time it takes to create it depends on the amount of information to collect. For example, it is going to take days to develop it if you are going through dozens of employees in a big company compared to collecting data from a small business.

Why do some employees seek training?

Employees seek training to learn a new skill and develop the one they already have. That way, it will make their work much easier or qualify them for a higher position at work.

A training needs analysis done right will provide insight into the training and development department leading to the creation of an effective program. You will be able to make your employee’s skills align more with the company’s objectives. Everyone wins, the employees gain new professional skills, and the company is closer to its goals.

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