Efficient and effective training and development enables you to learn faster than your competitors and that is a huge advantage. Learn how to conduct a thorough Training Needs Analysis that aligns with the strategic and development needs of your business.

This training needs analysis programme is for you if you wish to:

• Promote the training function as a driver for the business
• Institute change and improvement in the training function
• Ensure that training has a positive impact on the bottom line
• Ensure good return on your people investment
• Use evaluation to maximise the ROI on training and development
• Select and apply a consultancy style that builds rapport
• Demonstrate commercial competence
• Explain how organisational culture influences solutions
• Identify organisational data that is relevant to the development solution
• Analyse and interpret data effectively
• Focus on analytical and proactive thinking to enable measurable solutions
• Condust a thorough training needs analysis

You will benefit from this development opportunity If your role is in training and development perhaps you are a consultant, HR business partner or a training manager and you wish to develop your consultative skills to accurately identify training needs and provide client-centred tailored training solutions or recommendations for alternative action

Training Needs Analysis Training Course Content

Are We Throwing Money At Training?

• What is ‘training and development’?
• Is training and development a good thing?
• True or False….. all training is good!
• Identifying what is truly needed by the organisation to improve its performance and what is
• desired by employees as a benefit
• How bad training actually damage the business?
• Training a cost or adding value?
• Providing a statement of purpose for training and development
• Training Needs Analysis – It certainly does!

Being Clear About Objectives

• The Consulting Process
• Let’s be clear about our objectives
• Identifying Soft and hard objectives
• Establishing added value objectives
• Situation appraisal: Insight into the People, Politics. Potential aspects of what’s going on in
• each part of the consulting process
• Critical skills for internal consultants enabling them to identify clearly what the client
• requirements are – and recognise that the client is often unsure or mistaken about their real
• needs
• Preparing for and conducting internal client meetings Asking the right questions
• Developing a joint proposition – establishing objectives
• Agreeing processes, resources, responsibilities and deliverables
• Identifying criteria for success
• Managing expectations
• Reporting – what will be measured and how will results be communicated
• Understanding clients and organisations; profiling; creating a favourable initial impact

Analysis Techniques, Methods, & Specifications

• The purpose and principles of training and development needs analysis and the process of
  translating the results into a specification
• Selecting appropriate methods of collecting and gathering information from individuals and
  across the organisation
• Use of appropriate techniques of interviewing and analysis to identify the learning requirements
  and needs of individuals
• Techniques your approach to training needs analysis and where needs occur
• Exploring analysis & diagnosis methods
• Potential triggers, negative indicators and external influences.
• Commercial acumen – identifying measures of departmental success
• Creating a development plan.
• Differentiate between a range of learning opportunities and match them appropriately to
  individuals training and development needs
• The  principles of evaluation
• Choosing an evaluation model
• Evaluation models including – Brinkerhoff and Kirkpatrick
• Evaluation as an aid to training design
• Specifying evaluation criteria to trainers and training designers