What Is a Training Gap Analysis?

Training needs analysis means that before planning and designing each training activity, the training department adopts various methods and technologies to systematically identify and analyze the goals, knowledge, and skills of the organization and its members, so as to determine the necessity and The process of training content. Training needs analysis is the process of using scientific methods to find out who needs training most, why they need training, what to train, and so on. It has strong guidance, is the prerequisite for determining training goals, designing training plans, and effectively implementing training. It is the first link of modern training activities. It is the basis for training evaluation. An important guarantee for accurate, timely and effective training.

Training needs analysis

The importance and significance of training needs analysis, that is, the purposes of training needs analysis are:

confirm

Effective training needs analysis is based on the analysis of the effectiveness of training demand causes. The objective analysis of the causes of training needs is directly related to the relevance and effectiveness of training needs analysis. The reasons for training needs can be roughly divided into the following three categories:

1. Training needs due to job changes

2. Training needs due to personnel changes

3. Training needs due to performance changes

(I) Hierarchical analysis of training needs

Prospective analytic hierarchy. (For future analysis, initiated by the Ministry of Manpower, consider factors that change organizational priorities.)

Organization level analysis. (Identify the company's problems and determine whether to train, inspect

There are many methods that can be used for training needs analysis. Here are nine types of training needs analysis methods that can be used: interview method, questionnaire method, observation method, key event method, performance analysis method, and experience judgment method. , Brainstorming, special assessment and competency analysis.
1.

The role of training needs analysis can be expressed as follows:

Understand employee information

The more we know and master the employees' current situation, the more beneficial the training activities will be. Training needs analysis can achieve this goal. Through training needs analysis, you can learn the number of people who may participate in the training, their age range, work, place of life, occupation, interests and other information.

Understand the training attitude of employees

The training attitude of employees plays a vital role in the success or failure of training. If they are not active and cooperative, the training effect will probably only be very bad. Through training needs analysis, you can understand what attitudes employees have towards training. At the same time, you can take the opportunity to emphasize the importance of training and instill a certain concept to the relevant personnel, which will help improve the training effect.

Determine training content

Training needs analysis can determine the training needs of employees, such as whether knowledge or skills training is required. For example, a pre-job training needs analysis should determine what the organization needs new employees to know, what adjustments they should make, and what difficulties they face. Knowing the training needs can determine the corresponding training content. For example, new employee personnel training should include training of the company's history, purpose, and mission; training of corporate culture; training of organizational structure, functions and responsibilities of various departments; training of corporate personnel and welfare policies; rewards and punishments Measure training, etc.

Provide training materials

Some training methods need to collect relevant materials in various departments, such as case studies and role-playing. Through training needs analysis, a wealth of materials can be collected, including work manuals, organizational flowcharts, job descriptions, forms and work procedures of various departments, and work examples. With these materials, training can be more targeted, and it is more helpful for employees to solve actual work problems.

Make training tailored

The purpose of training is to enable employees to improve work performance, so it is serviceable. How can we better serve our employees? Only by knowing them to the maximum. The training needs analysis enables the training department to provide tailor-made training for employees based on their actual situation.

Get manager support

After training needs analysis, managers can know that the company values training, and can fully listen to their opinions to refer to what kind of training employees need. In all kinds of contacts, it is natural to enhance the communication, understanding and trust of the training department and managers, so they can get their strong support.

Training cost budget and control

When determining the training content, it is necessary to analyze some issues related to training costs, such as: how many staff members are required for training; how much time is required for training; what related teaching materials and equipment are required for training. These can be calculated by cost. Through the analysis of training needs, the training department has the bottom of the mind first. When the actual training is implemented, it can be carried out according to the established standards. This is undoubtedly very beneficial to saving training funds.

avoid wasting

An important reason for the ineffectiveness of some enterprise trainings is that they have not conducted a training needs analysis. Regardless of whether a training is suitable for their own situation, they follow the trend and finally find that they have no effect at all. If training can't meet the demand, it is actually not only money that is wasted, but also time. Training needs can avoid such things. After analysis, training is needed before training.

Provide evidence for training assessment

An important part of training evaluation is to develop evaluation standards. Training needs analysis can provide useful information for the development of training evaluation standards. The current situation of employees can be understood through demand analysis and compared with the situation after training, and the effect of training can be easily revealed.

Preparing for the training

1. Establish employee background files

2. Keep close contact with personnel from various departments

3. Report the situation to the supervisor

4. Prepare training needs survey

Develop training needs survey plan

The training needs survey plan should include the following:

1. Action plan for training needs survey

2. Determine the goals of the training needs survey

3. Select the appropriate training needs survey method

4. Determine the content of the training needs survey

Implementation of training needs survey

Once a training needs survey plan is in place, work will be carried out once in accordance with the actions specified in the plan. The implementation of training needs survey mainly includes the following steps:

1. Propose training needs or desires

2. Investigation, declaration, and summary demand motion

3. Analyze training needs

Analysis of training needs requires attention to the following issues:

(1) Current status of trainees.

(2) Problems existing in trainees.

(3) Expectations and real thoughts of trainees.

4. Collect training needs opinions and confirm training needs

(IV) Analysis and output of training demand results

1. Classify and sort out training needs survey information

2. Analysis and summary of training needs

3. Write a training needs analysis report

How to write a good analysis report

The results of the needs analysis are the basis and prerequisites for determining training goals and designing a training course plan. The needs analysis report can provide the training department with relevant information about the training, evaluation conclusions and recommendations.

The training needs analysis report includes the following main contents:

1. The background of the requirements analysis implementation, that is, the reasons for training needs or training initiatives.

2. The purpose and nature of the needs analysis. The writer needs to indicate if there has been a similar analysis before the implementation of this activity, and if so, what deficiencies and mistakes the evaluator can find from the previous analysis.

3. Outline the methods and processes of requirements analysis. Explain that the analysis method and implementation process can make the training organizer have a general understanding of the entire evaluation activity, and thus provide a basis for the training organizer to judge the analysis conclusion.

4. Clarify the analysis results.

5. Explain, comment on the analysis results and provide reference opinions.

6. Appendix. Including graphs, questionnaires, and some original data for collecting and analyzing data. The purpose of the appendix is to allow others to identify whether the methods used by researchers to collect and analyze data are scientific and the conclusions are reasonable.

7. Report summary. The summary is a summary of the main points of the report. It is written to help readers quickly grasp the main points of the report. It is required to be concise.

Cycle assessment model

The loop training evaluation model aims to provide a continuous feedback on the training needs of employees to evaluate training needs over and over again. In each cycle, analysis is required from the overall organizational level, the operational level, and the individual employee level.

Comprehensive task analysis model

The comprehensive task analysis model refers to a method for further determining whether training and content are needed by conducting a comprehensive and systematic survey of the organization and its members to determine the gap between the ideal situation and the current situation. The core is to form a task directory and skill directory by analyzing all possible tasks and all possible knowledge and skills included in a job or a category of work as a basis for developing training strategies.

Task analysis is a relatively complicated process that requires a lot of time and requires a systematic approach. It should be carried out in the following stages:

Planning stage

2. Research phase

3. Task and Skills Catalog Phase

4. Task or Skill Analysis Phase

5. Planning and design stage

6. Implement new or revised training planning phases.

Performance Gap Analysis Model

Strategy and

What to do to achieve the effectiveness of training needs:

First, understand why training needs arise;

Then determine where these needs come from, that is, which levels (organizations, jobs, workers, strategies) are covered by the needs analysis;

The third is to fully refer to the basis of the effectiveness of training needs, and carefully and orderly analysis against the standards.

Strategic analysis: Training needs analysis must first meet the needs of the company's strategic realization. The company's senior management staff analyzes from the company's strategic goals and strategic plans. The specific method is: to comprehensively measure the degree of achievement of the company's goals at the end of the year and find out The gap between the goals and the status quo, forming training needs. At the same time, when formulating the business plan for the next year, it is also necessary to inspect the training and development needs of personnel as the basis for formulating the training plan for the next year.

Main task and target analysis: According to the company's annual, quarterly and monthly task arrangements and target requirements, break down tasks and target requirements, and analyze and predict related training preparations that need to be performed. For example: employee training before annual promotion of a large project.

Job analysis: [Job description], as the result of job analysis, is the easiest source of data for training needs analysis. According to the description of job responsibilities and employment conditions in the [Job Statement], the basic requirements for employees in this position are specified, so that the training needs and goals can be roughly determined.

Performance analysis: Through the implementation of the company's performance management system, each employee's individual capabilities, job skills gaps and efforts can be correctly evaluated, so as to provide a basis for the company to formulate training plans and job skills training. When formulating training content, the company must first confirm the knowledge and skills that each employee must have to achieve the desired performance. Through the analysis of performance evaluation results, understand the deviations between employee behaviors, attitudes, and work performance and ideal goals. Identify areas of training needed in areas where performance is poor or can continue to improve.

Analysis of existing problems: If the company has serious problems in some aspects, it means that the employees of the corresponding department may not meet the requirements of their positions as a whole, and relevant training can be conducted through analysis.

Analysis of major events: Major events are those events that play a key positive or negative role in achieving the company's goals. The principle of determining major events is: specific events that have a significant impact on the company's performance during the work process, including major accidents, urgent customer needs, etc.

Analysis of the needs of forward-looking training for career development: from the perspective of company development and employee job changes, promotion of positions and changes in job content, it also inevitably leads to the corresponding training of employees for the establishment of the company's talent training team.