5 Tips and the purpose of training needs analysis


Nowadays, before starting a training program, you should look at essential points, and understand the purpose of a training needs analysis.

Through a training needs analysis, you have an opportunity to know the purpose of the program your about to take.

The processes of a needs analysis are the key to understanding any type of training program. Knowing the cause of the need analysis and training session is very important.

This helps you to know the purpose, need, and the solution of a training program, In this article, we will look at the processes and purpose of a training needs analysis.


  1. Job Needs Analysis

Job analysis involves many things. You should start by understanding why you need training and diversity. In this process, you find out why the organization has the current policies on diversity.

You must be very keen to find out the type of training you are about to undertake, how it fits into the overall business strategies of the organization.

Not only will you have the opportunity to know the type of the company and the gaps in performance, but you will also know how to help your colleagues achieve their performance goal in training as well.

In this part, you will understand who you will become after training. For an instant, will you be the vice president or chairman of the company, an HR director or a controller?

The type of people you will be controlling will also be reviewed in this part. You will know the people you will be speaking to and discussing the purpose of training needs analysis.


5 Tips training needs analysis



  1. Knowledge Analysis

Knowledge is the key to any successful analysis. Here, you will be aware of the law, particularly the Equal Status Act and the Employment Equality Act.

You will also familiarize with provisions on Redundancy and unfair dismissal. You can read on various subjects such as diversity.

Although it is found under the HR management, it’s quite broad. Your purpose is getting the knowledge for the work.

  1. Method Analysis

Method analysis is the third stage of training need analysis. Through various applications, you can teach yourself different methods of applications.

For an instant, powerpoint presentation will help you break the analysis into various parts when presenting your case in any department. A good app will help you make a good report.


  1. Fault Analysis

The idea of fault analysis will enable you as a trainee to recognize when you will have infringed procedures of diversity. There are many challenges in work in any company.

For example, how will you handle an insult from your junior employee? Nowadays, businesses consist of different gender, family status, marital status, sexual orientation, age, religion, ethnicity, gender, or disability.

You should have expertise and knowledge to handle such scenarios well. All company rules must be known and followed to the letter by all employees

  1. Hazard Analysis

Hazard analysis involves manual handling and the work done in a factory environment. Here there is a high level of machinery and chemicals interaction with people.

Due to this, there might be a high chance of the accident occurring. Although hazard analysis is not directly relevant to diversity, you need to have some knowledge about it.

By accessing more innovative 360-degree feedback and research-based employee surveys, Training Needs Analysis has been highly strengthened. Online systems have now come up to support profiling.

During the ‘pre-broadband’ world, these systems were not available. For the effective leadership assessments, we have to access the past researches that indicate the discretionary effort and level of motivation of employees are run by identification with the sense of professionalism, automation, meaningful work, and the role played.

However, emotional commitment and employee advocacy also need connection with the values and echoes of the business, believe that the organizations care about the welfare of employees and a sense of trust.

Understanding of the wider issues can improve the surveys designed for the purposes of profiling the organization culture and leadership, which are the starting point of defining the training needs.

Distinguishing between which is passive satisfaction, motivation, advocacy, and discretionary effort will make us focus on the right training needs.

With a true understanding of the main elements within the key levels of training needs analysis, can help us ensure the right resources to use to the best effects and have long term benefits.


By Ken Walker

Hi, I'm Ken. I am the owner and senior director of Syncretic training Group Pty Ltd. If you have any questions about the website content or require guidance please let us know we are always happy to help.

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